How to hire an editorial manager

How to hire an editorial manager, step by step

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

What does an editorial manager do?

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1. Identify your hiring needs

   The editorial 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

   No

   You should also consider the ideal background you'd like them an editorial manager 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 an editorial manager that fits the bill.

   This list presents editorial manager salaries for various positions.

   Type of Editorial Manager	Description	Hourly rate
   Editorial Manager	Editors plan, review, and revise content for publication.	$22-53
   Writer And Editor	Writing is not an easy task, so a Writer and an Editor must work together to deliver quality content. A writer's role is to gather information to create a structured written material that would serve its purpose, whether for recreational or informational... Show more	$17-49
   Production Editor	A production editor is responsible for checking publication materials before printing and distribution to ensure error-free and accurate content. Production editors must have excellent writing communication skills to perform editing and proofreading of materials efficiently, following strict requirements of publication deadlines... Show more	$19-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Proofreading
   • Digital Content
   • Proofread
   • Content Marketing
   • Editorial Guidelines
   • Content Strategy
   • Production Process
   • Editorial Calendar
   • Style Guides
   • Content Creation
   • Web Content
   • Copywriting
   • Digital Publishing
   • Editorial Quality

   Check all skills

   Responsibilities:

   • Manage``FitBU"instagram and twitter accounts.
   • Work closely with freelancers and in-house editor to oversee brand voice across key marketing channels; manage proofreading and editing process.
   • Manage research and editorial staff for production of print and on-line database-driven publications in the commercial real estate industry.
   • Work follow by NYC taxi industry, NYC government, regulators & media.
   • Provide proofreading services on front-list titles, advertising and promotion copy, and more.
   • Work closely with developers to integrate UI standards into the application and to build intuitive navigation and functionality.

   More editorial manager duties

3. Make a budget

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

   • Location. For example, editorial managers' average salary in nebraska is 53% less than in connecticut.
   • Seniority. Entry-level editorial managers 58% less than senior-level editorial managers.
   • Certifications. An editorial 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 an editorial manager's salary.

   Average editorial manager salary

   $72,725yearly

   $34.96 hourly rate

   ---

   Entry-level editorial manager salary

   $47,000 yearly salary

   Updated December 18, 2025

   Average editorial manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$85,818	$41
   2	District of Columbia	$84,038	$40
   3	California	$81,385	$39
   4	Virginia	$80,740	$39
   5	Illinois	$76,836	$37
   6	Washington	$76,617	$37
   7	Minnesota	$75,024	$36
   8	Pennsylvania	$70,504	$34
   9	North Carolina	$65,807	$32
   10	Florida	$61,483	$30

   Average editorial manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Yahoo	$116,471	$56.00
   2	Capgemini	$108,840	$52.33
   3	American Express	$103,256	$49.64
   4	Amazon	$99,763	$47.96	7
   5	Corning Incorporated	$95,879	$46.10
   6	Draftfcb	$94,721	$45.54
   7	Netflix	$93,821	$45.11	2
   8	Oncology Nursing Society	$87,196	$41.92
   9	CyberCoders	$86,785	$41.72
   10	Morningstar	$83,373	$40.08
   11	Mundo Hispanico	$83,236	$40.02
   12	NBCUniversal	$83,218	$40.01	21
   13	IGN	$81,524	$39.19
   14	The Knot	$79,095	$38.03
   15	Crossroads Diversified Services	$78,965	$37.96
   16	Discord	$78,512	$37.75
   17	Artforum International Magazine	$77,073	$37.05
   18	The City University of New York	$75,812	$36.45
   19	UnitedHealth Group	$64,715	$31.11

4. Writing an editorial manager job description

   A job description for an editorial 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 editorial manager job description:

   Editorial manager job description example

   **Summary of the Position**
   
   This is a hands-on managerial position in USP's Publications Department. In this flexible remote/in person role, the Manager oversees the day-to-day activities of Translators/Editors and Localization Specialist(s) in the Translations & Localization(T&L) Group on the Translations team, contributes to existing translation and localization processes and practices, designs strategies enabling localization program expansion, and manages the translation needs of LATAM region. Provides leadership and exercises responsibility for the work of translations and localization staff. The incumbent collaborates closely with Director, Production Coordinator (PC) and Scientific Review Group to ensure that translation and editorial tasks are completed on schedule and with high quality. In this role, the incumbent serves as the point of contact for other Publication's staff for product-specific questions and comments.
   
   **Roles and Responsibilities**
   
   • Manages day-to-day activities of the Translations & Localization Group and external consultants, including assignment of work to maximize translation resources, tracking workflows and turnaround times, performing quality control (QC) checks throughout the process for all USP translations.
   
   • Develops strategies for team goals and creates a motivating work environment through transparent communications
   
   • Ensures development and management of translation consultants and vendors including, but not limited to, recruitment, contract, and invoice creation. Oversees communication with them to align and calibrate language, style, and terminology.
   
   • Reviews current workflow processes with an eye toward future improvements; makes recommendations to the Director for improvements in workflow processes.
   
   • Formulates, implements, and maintains editorial quality standards, development objectives, and feedback mechanisms.
   
   • Ensures editorial deadlines are met to keep publication delivery on time.
   
   • Manages periodical review and update of workflow processes and instructions to ensure compliance with ISO requirements
   
   • Manages the translation needs of the LATAM region.
   
   • Develops metrics and tracks quality and turnaround time, shares findings with relevant staff
   
   • Designs and implements efficient strategies to expand existing translation and localization program
   
   • Establishes effective communication mechanisms with key stakeholders and participates in cross-functional discussion groups and as an SME on USP teams.
   
   • Coordinates with IT and ADD teams on workflows, software, and new translation technology. Makes recommendations on technology, and localization programs.
   
   • Ensures technical assistance (troubleshooting) to in-house and external CAT tool users
   
   • Oversees updates and maintenance of translation technology including servers, file and translation management systems, translation memories and termbases
   
   • Supports Director in keeping up to date with latest translation technology and makes technical recommendations to guarantee the group stays abreast with translation and digital publishing trends
   
   • Acts as the representative of USP at translation/technical conferences as deemed appropriate
   
   • Provides professional guidance in support of translation and localization initiatives across departments to ensure that translated USP documentation and web content reflect key messages accurately and is appropriate to specific language audiences
   
   • Assists in developing the budget for the Translations Group and tracks costs throughout year
   
   • Conducts performance appraisals for personnel supervised; responsible for goal setting for assigned staff.
   
   • Develops and implements customized training mechanisms for USP internal staff and freelance vendors
   
   • Provides feedback to staff and status updates to Director
   
   **Basic Qualifications**
   
   + Spanish language proficiency required
   
   • Master's degree in Translation, Linguistics and/or Foreign Language Studies or an equivalent combination of years of training, professional translator experience. Translation certification from a recognized translation-related association.
   
   • Minimum of ten years of experience as a professional English into Spanish translator/editor (in house and/or freelance).
   
   • Minimum of 3 years of people management or leadership experience or equivalent, such as Team Lead or Project Leader
   
   • Hands-on experience with content management (CMS) and translation servers, Translation management Systems (TMS) and terminology systems
   
   • Demonstrated knowledge of internationalization and localization standards and best practices
   
   • Experience working with virtual teams.
   
   **Preferred Qualifications**
   
   + Russian, Mandarin, Portuguese and/or French a plus
   
   • Minimum of ten years of experience as a professional English into Spanish translator/editor (in house and/or freelance).
   
   • Minimum of three years of experience as a localization manager
   
   • Minimum of 5 years of people management or leadership experience or equivalent, such as Team Lead or Project Leader
   
   • 5+ years of relevant experience in website or software localization, QA testing, linguistic QA
   
   • Evangelize content, design, and engineering best practices for ensuring high quality.
   
   • Demonstrable experience using xml authoring software (Oxygen preferred)
   
   • Proficiency using CAT tools (MemoQ 8.3 and up preferred)
   
   • Experience translating and editing scientific standards in pharmaceutical industry
   
   • Hands-on experience with content management (CMS) and translation servers, Translation management Systems (TMS) and terminology systems
   
   • Demonstrated knowledge of internationalization and localization standards and best practices
   
   • Experience working with virtual teams.
   
   **Supervisory Responsibilities**
   
   • Translation and localization specialist
   
   • Principal Scientific Editor & Translator(s)
   
   • Senior Scientific Editor & Translator(s)
   
   • Scientific Editor & Translator(s)
   
   • Associate Scientific Editor & Translator(s)
   
   • Assistant Scientific Editor & Translator (s)
   
   **Benefits**
   
   USP provides you with the benefits you need to protect yourself and your family today and tomorrow. From company-paid time off, comprehensive healthcare options to retirement savings, you can have peace of mind that your personal and financial wellbeing are protected.
   
   **COVID-19 Vaccination Policy (will apply to the selected candidate(s) hired:**
   
   As a condition of employment with the United States Pharmacopeial Convention's (USP) duty to provide and maintain a workplace free of known hazards, all employees and contingent staff hired after July 1st, 2021, must be fully present vaccinated unless a reasonable accommodation is approved. Your recruiter will advise accordingly.
   
   **About USP**
   
   The U.S. Pharmacopeial Convention (USP) USP is an independent scientific organization that collaborates with the world's top experts in health and science to develop quality standards for medicines, dietary supplements, and food ingredients. USP brings together more than 1,100 talented professionals across five global locations to deliver its mission to strengthen the supply of safe quality medicines and supplements worldwide. USP is proud to be an equal employment opportunity employer (EEOE) and affirmative action employer. Employment selection and related decisions are made without regard to sex, race, age, disability, religion, national origin, color, veteran status, sexual orientation, gender identity or any other protected class. We are committed to working with and providing reasonable accommodation to individuals with disabilities. USP does not accept unsolicited resumes from 3rd party recruitment agencies and is not responsible for fees from recruiters or other agencies except under specific written agreement with USP.
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
   
   **Job Category** Publications
   
   **Job Type** Full-Time

   Copy this example

   

5. Post your job

   There are a few common ways to find editorial managers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your editorial manager job on Zippia to find and recruit editorial manager candidates who meet your exact specifications.
   • Use field-specific websites such as problogger, media bistro, journalismjobs.com, content writing jobs.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with editorial 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.

   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 editorial manager

   Once you've found the editorial manager candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is 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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