How to hire an executive director, information technology

How to hire an executive director, information technology, step by step

Here's a step-by-step executive director, information technology hiring guide:

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

What does an executive director, information technology do?

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1. Identify your hiring needs

   The executive director, information technology 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

   An executive director, information technology's background is also an important factor in determining whether they'll be a good fit for the position. For example, executive directors, information technology 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 executive directors, information technology and their corresponding salaries.

   Type of Executive Director, Information Technology	Description	Hourly rate
   Executive Director, Information Technology	Computer and information systems managers, often called information technology (IT) managers or IT project managers, plan, coordinate, and direct computer-related activities in an organization. They help determine the information technology goals of an organization and are responsible for implementing computer systems to meet those goals.	$57-135
   Information Manager	An information manager is responsible for maintaining the safety and security of the company's network systems, preventing unauthorized access and malicious attempts at stealing information and confidential data. Information managers identify the organization's business needs to develop and design technology solutions with the help of system analysts and computer engineers... Show more	$33-69
   Information Systems Director	An Information Systems Director spearheads and oversees a business establishment's information systems, ensuring everything runs smoothly and efficiently. They set goals and guidelines, establish protocols and timelines, liaise with external business partners such as vendors and suppliers, manage staff, and develop strategies to optimize operations... Show more	$41-95

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Project Management
   • Governance
   • Cloud
   • Service Delivery
   • Network Infrastructure
   • Application Development
   • Architecture
   • Strategic Plan
   • ITIL
   • Emerging Technologies
   • HIPAA
   • Shared Services
   • SOX
   • Disaster Recovery

   Check all skills

   Responsibilities:

   • Manage full SDLC for product development, and also manage outsourcing arrangements.
   • Manage SOX policy development and reporting activities.
   • Lead application selection process in conjunction with customer and translate business requirements into application architecture and delivery of system functionality.
   • Experience with regulatory standards such as SAS70, SOX404 and ITIL.
   • Develop regular status reports, formal and informal, and share with CIO.
   • Train MasterCard CIO and senior executives on how to improve availability using USAA practices and processes.

   More executive director, information technology duties

3. Make a budget

   Including a salary range in your executive director, information technology job description helps attract top candidates to the position. An executive director, information technology salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for an executive director, information technology in Wyoming may be lower than in Alaska, and an entry-level executive director, information technology usually earns less than a senior-level executive director, information technology. Additionally, an executive director, information technology with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average executive director, information technology salary

   $183,646yearly

   $88.29 hourly rate

   ---

   Entry-level executive director, information technology salary

   $119,000 yearly salary

   Updated January 20, 2026

   Average executive director, information technology salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$208,163	$100
   2	New Jersey	$207,777	$100
   3	Washington	$205,325	$99
   4	California	$201,304	$97
   5	Illinois	$195,878	$94
   6	Massachusetts	$191,775	$92
   7	Rhode Island	$182,648	$88
   8	Ohio	$176,632	$85
   9	Pennsylvania	$173,157	$83
   10	North Carolina	$169,633	$82
   11	Florida	$166,170	$80
   12	Tennessee	$155,705	$75

   Average executive director, information technology salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	CVS Health	$211,149	$101.51	362
   2	Nomura Securities	$208,607	$100.29	19
   3	UMiami Health System	$206,290	$99.18	3
   4	Morgan Stanley	$206,074	$99.07	24
   5	Sony Pictures	$200,554	$96.42	12
   6	Shiseido	$198,454	$95.41
   7	Gilead Sciences	$195,455	$93.97	35
   8	UBS	$194,866	$93.69	5
   9	CARE	$194,433	$93.48	2
   10	Choctaw Nation Of Oklahoma	$193,984	$93.26
   11	U.S. Court of Appeals for the Sixth Circuit	$193,181	$92.88	1
   12	Ultragenyx Pharmaceutical	$192,247	$92.43	4
   13	Kforce	$191,621	$92.13	48
   14	Commonwealth Of Pennsylvania	$181,708	$87.36
   15	MSCI	$176,475	$84.84
   16	CEB - Continuing Education of the Bar	$173,468	$83.40
   17	AMTEC Precision Products	$170,104	$81.78
   18	USAA	$161,929	$77.85	19
   19	Cuyahoga Community College	$161,512	$77.65	6
   20	Bellevue Jr/Sr High School	$159,388	$76.63

4. Writing an executive director, information technology job description

   A good executive director, information technology 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 an executive director, information technology job description:

   Executive director, information technology job description example

   Our Las Vegas client has a full-time opportunity for a
   Executive Director - Network IT . The Executive Director Information Technology Services - Network will be responsible for overseeing the strategy for the enterprise network including all connectivity. This position will manage LAN, WAN and interconnectivity, routing, switching from the physical layer to the edge. This position will collaborate with IT leads at property and corporate to develop and execute strategic objectives help oversee the operation of all integrated resorts and their supporting locations and entities. All duties are to be performed in accordance with departmental and client's policies, practices and procedures.
   
   Executive Director - Network IT
   PRINCIPAL DUTIES AND RESPONSIBILITIES:
   Provide strategic and tactical planning, development, evaluation, and coordination of the information and technology networks for domestic integrated resorts and other corporate locations. Maintain accountability for IT Labor scheduling and budgeting. Collaborate with the properties/Corporate IT to ensure compliance, and interpret and execute corporate policies for department/projects and develop, recommend and implement new policies or modifications to existing policies working in conjunction with corporate information technology Direct daily operations of Information Technology Network related activities including computer room, hardware management, communication infrastructure management, technology base, and business systems support and on-going improvement. Actively partner with the Corporate Vice President of Information Technology to set technology strategy, while working with Las Vegas resorts to deliver technology services and solutions. Manage Human Resources responsibilities for direct subordinates and team to include: creating a work environment that promotes teamwork, performance feedback, recognition, mutual respect and employee satisfaction; quality hiring, training and succession planning processes that encompass the company's diversity commitment; compliance with company and department policies, and legal requirements. Work closely with senior and executive level management and department managers to evaluate business processes and needs and recommend technology solutions/optimizations and provide related technological support. Ensure that contracts and maintenance programs exist and are appropriate for all network-based hardware, communication, and software systems. Perform other job-related duties as requested.
   
   MINIMUM REQUIREMENTS:
   Bachelor's degree in Computer Science or equivalent experience 4+ years of in-depth Information Technology experience, with experience in the 24X7 operations management of critical systems and infrastructure and leadership experience.
   
   PREFERRED:
   Master's degree in IT or a related field Previous work experience in a resort/casino setting Thirteen (13) years of in-depth Information Technology experience, with experience in the 24X7 operations management of critical systems and infrastructure Ten (10) years of supervisory/leadership experience in the Information Technology or related field
   
   CERTIFICATIONS, LICENSES, REGISTRATIONS:
   Gaming Permit in required jurisdictions
   Reference: 889594
   Don't meet every single requirement? Studies have shown that women and people of color are less likely to apply to jobs unless they meet every qualification. At Revel IT, we are dedicated to building a diverse, inclusive, and authentic workplace, so if you're excited about this role, but your experience doesn't align perfectly with every qualification in the description, we encourage you to apply anyway. You might be the right candidate for this or our other open roles!
   
   Revel IT is an Equal Opportunity Employer. Revel IT does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.
   
   #gdr4900

   Copy this example

   

5. Post your job

   There are a few common ways to find executive directors, information technology 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 executive director, information technology job on Zippia to find and recruit executive director, information technology 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 executive directors, information technology, 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 executive director, information technology

   Once you've selected the best executive director, information technology 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.

   After that, you can create an onboarding schedule for a new executive director, information technology. 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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