How to hire an executive

How to hire an executive, step by step

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

What does an executive do?

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1. Identify your hiring needs

   The executive 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's background is also an important factor in determining whether they'll be a good fit for the position. For example, executives 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 executive salaries for various positions.

   Type of Executive	Description	Hourly rate
   Executive	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.	$30-88
   Managing Administrator	A managing administrator is responsible for monitoring business operations by ensuring the efficiency of administrative functions, delegating tasks to administrative staff, and tracking project deliverables. Managing administrators respond to the clients' inquiries and complaints, directing them to appropriate personnel to address their concerns... Show more	$22-57
   Coordinator	Coordinators are responsible for liaising between the department they are assigned to and any other external party. They oversee projects or agreements... Show more	$12-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Digital Transformation
   • Healthcare
   • Customer Satisfaction
   • Financial Statements
   • Business Development
   • Payroll
   • Human Resources
   • Management System
   • Logistics
   • ROI
   • R
   • Windows
   • Real Estate

   Check all skills

   Responsibilities:

   • Manage capital investments and operating costs to generate ROI, IRR and cash flow.
   • Facilitate KPI dashboard for actual performance to forecast/targets and drive action plans to achieve them.
   • Manage reputation for search engine optimization, and reputation of website and business as a whole through SEO.
   • Manage several multi-phase DoD programs and projects simultaneously.
   • Manage events for fundraising, donor recognition and alumni relations.
   • Delegate & execute human resources, payroll management, marketing/sales techniques training & development.

   More executive duties

3. Make a budget

   Including a salary range in the executive job description is a good way to get more applicants. An executive 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 executive in Tennessee may be lower than in Rhode Island, and an entry-level engineer typically earns less than a senior-level executive. Additionally, an executive with lots of experience in the field may command a higher salary as a result.

   Average executive salary

   $108,285yearly

   $52.06 hourly rate

   ---

   Entry-level executive salary

   $63,000 yearly salary

   Updated December 24, 2025

   Average executive salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Rhode Island	$153,126	$74
   2	Connecticut	$139,893	$67
   3	Massachusetts	$139,888	$67
   4	Washington	$138,609	$67
   5	New York	$135,461	$65
   6	Virginia	$131,562	$63
   7	District of Columbia	$130,047	$63
   8	Nevada	$127,393	$61
   9	Pennsylvania	$126,178	$61
   10	California	$123,461	$59
   11	Michigan	$118,498	$57
   12	Maryland	$115,765	$56
   13	Delaware	$114,796	$55
   14	Ohio	$112,347	$54
   15	Wisconsin	$108,740	$52
   16	Arizona	$107,210	$52
   17	Texas	$102,002	$49
   18	Georgia	$101,873	$49
   19	Iowa	$100,255	$48
   20	Louisiana	$98,956	$48

   Average executive salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Capgemini	$185,634	$89.25	79
   2	Accenture	$166,251	$79.93
   3	Stanford Health Care	$165,466	$79.55	1
   4	Earthjustice	$165,198	$79.42
   5	Apple	$164,241	$78.96	18
   6	CVS Health	$153,871	$73.98	178
   7	Sharp HealthCare	$150,977	$72.59
   8	Mortenson	$150,763	$72.48	13
   9	ServiceNow	$149,037	$71.65	147
   10	Salesforce	$148,409	$71.35	164
   11	IBM	$147,913	$71.11	42
   12	Clifford Chance	$147,427	$70.88
   13	Expedia Group	$146,416	$70.39
   14	Applied Materials	$144,714	$69.57
   15	W. R. Berkley	$143,859	$69.16	15
   16	Sandia National Labs	$143,724	$69.10
   17	Tripadvisor	$142,661	$68.59
   18	Unisys	$142,448	$68.48	3
   19	Software AG	$142,390	$68.46
   20	Google	$141,973	$68.26	41

4. Writing an executive job description

   An executive 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 an executive job description:

   Executive job description example

   Are you passionate about the Veteran population and looking for an opportunity to create meaningful relationships in the Florida area? If so, we are looking for a Veteran Community Engagement Executive (VCEE) who develops and maintains trusting, mutually beneficial relationships with organizations which represent pathways to the veteran community, both the individual veterans and their families in the assigned geographical region. The purpose for this engagement outreach is to drive growth in Humana Medicare products through facilitating and overseeing Humana-sponsored events in the local veteran community, while furthering the Humana brand as the industry leader whose mission it is to be the Medicare provider of choice for veterans and their families.
   Responsibilities
   
   The Veteran Community Engagement Executive (VCEE) identifies and builds relationships with organizations which focus on Veteran and military-related services and programs, such as the Veterans of Foreign Wars of the United States, Disabled American Veterans, AMVETS, and other Veteran related organizations. The position strategizes ways to scale these opportunities to reach Veteran members/prospects and drive connections to Humana. The role organizes meetings and forums to engage the Veteran population to create lead generation and works with the sales team to help agents staff those events and build organic relationships.
   The VCEE is also responsible for:
   creating & tracking local events, leads generated, as well as final dispositions from those leads strategic and independent thinking as to how to best allocate time to achieve optimal results uses analytical skills to identify growth areas to drive relationships, sales and retentioncomply with all CMS guidelines and will find ways to engage with and improve the lives of membersrole will work in the Tampa Market/The Orlando Market and Volusia County Florida #LI-JM2
   
   Required Qualifications
   Must reside in FL (Ideal candidate will reside in Tampa, Orlando, or Volusia County) Health and life insurance license or within 60 days of hire Experience and ability to establish relationships with internal and external partners Passion for working with and helping Veterans and their families Knowledge and appreciation of all pathways into the Veteran community Strong organizational, interpersonal, communication and presentation skills Ability to establish relationships with internal and external partners Comprehensive knowledge of Microsoft office Independent and strategic thinking Experience with public speaking Humana and its subsidiaries require vaccinated associates who work outside of their home to submit proof of vaccination, including COVID-19 boosters. Associates who remain unvaccinated must either undergo weekly negative COVID testing OR wear a mask at all times while in a Humana facility or while working in the field.
   
   Preferred Qualifications
   Veteran or spouse of a veteran Established Veteran community partnerships Bachelor's DegreeSales Experience
   
   Additional Information
   How we Value You
   Benefits starting day 1 of employment Competitive 401k match Generous Paid Time Off accrual Tuition ReimbursementParent LeaveGo365 perks for well-being
   
   Work-At-Home Requirements
   Must have the ability to provide a high speed DSL or cable modem for a home office. Associates or contractors who live and work from home in the state of California will be provided payment for their internet expense.A minimum standard speed for optimal performance of 25x10 (25mpbs download x 10mpbs upload) is required. Satellite and Wireless Internet service is NOT allowed for this role.A dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information
   
   Scheduled Weekly Hours
   
   40

   Copy this example

   

5. Post your job

   There are a few common ways to find executives 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 job on Zippia to find and recruit executive candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with executive 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.

   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 executive

   Once you have selected a candidate for the executive 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 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 executive 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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How much does it cost to hire an executive?