How to hire a frozen food manager

How to hire a frozen food manager, step by step

Here's a step-by-step frozen food manager hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a frozen food manager, 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 frozen food manager 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.

   The following list breaks down different types of frozen food managers and their corresponding salaries.

   Type of Frozen Food Manager	Description	Hourly rate
   Frozen Food Manager	Food service managers are responsible for the daily operation of restaurants and other establishments that prepare and serve food and beverages. They direct staff to ensure that customers are satisfied with their dining experience, and they manage the business to ensure that it is profitable.	$12-18
   Shift Manager	Shift managers are employees assigned to oversee the operations of the business during a specific time or work shift. They manage the employees assigned in a particular shift and ensure that the employees are working on their specific tasks... Show more	$11-20
   Dietary Manager	A dietary manager oversees the food service operations of a company or institution's kitchen facilities, ensuring efficiency and client satisfaction. They are primarily in charge of developing dietary programs and meal plans, coordinating with nutritionists, setting daily objectives, establishing food preparation standards and protocols, managing budgets and employee schedules, and monitoring overall operations, solving issues and concerns if any arise... Show more	$14-28

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Pallets
   • Cleanliness
   • Food Safety
   • Basic Math
   • Sales Floor
   • Stock Product
   • Math
   • Pallet Jack
   • Customer Satisfaction
   • Quality Customer Service
   • Stock Shelves
   • Store Operations
   • Display Cases
   • Inventory Control

   Check all skills

   Responsibilities:

   • Manage the inventory of the dairy/frozen food section; stock groceries; coordinate schedules of part-time help; assist customers.
   • Manage dairy levels in store, maintaining inventory levels
   • Unload trucks with forklift, take orders, build and break down pallets, change mods and features.
   • Check dates on perishables, rotate them accordingly, discard of out of dates.
   • Count tills bag groceries, run register, retrieve shopping carts, butcher, produce associate
   • Start working overnight as a stocker, stocking dry foods and all manner of perishables.

3. Make a budget

   Including a salary range in your frozen food manager job description is a great way to entice the best and brightest candidates. A frozen food manager salary can vary based on several factors:

   • Location. For example, frozen food managers' average salary in florida is 38% less than in maine.
   • Seniority. Entry-level frozen food managers earn 32% less than senior-level frozen food managers.
   • Certifications. A frozen food manager with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a frozen food manager's salary.

   Average frozen food manager salary

   $15.25hourly

   $31,720 yearly

   ---

   Entry-level frozen food manager salary

   $26,000 yearly salary

   Updated January 29, 2026

4. Writing a frozen food manager job description

   A good frozen food manager 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 frozen food manager job description:

   Frozen food manager job description example

   Hannaford Supermarkets started out as a fresh produce vendor in Portland, Maine way back in 1883, and is still connected to those early roots as a local market. Hannaford actively seeks out farmers and producers to join our Local program which celebrates not only local foods, but the preservation of farmland, local traditions and local jobs. The connection we have to the source of our fresh foods is core to the way we do business, becoming the first major supermarket in the United States to document that all its seafood products were sustainably harvested.
   PRIMARY PURPOSE
   
   Perform duties that ensure department appearance, quality, variety, safety, and food safety are consistently maintained at the highest level. Demonstrate a strong culture in support of Hannaford Strategy. Build customer relations and provide enthusiastic customer awareness.
   
   DUTIES AND RESPONSIBILITIES
   
   • Supervise performance of all duties and responsibilities of all associates in Non-Foods/Specialty Foods as/when assigned by management.• Role model outstanding, friendly customer service and use skills and knowledge to offer solutions that meet or exceed customer's expectations.• Use good judgment in the delegation, assignment, and follow-up required for the efficient performance of the department.• Support all operational aspects of Non-Foods/Specialty Foods operations as delegated by management• Aid in growing sales through effective merchandising strategies.• Adhere to all of the standard practices in the Center Store Standard Practices Manual.• Ensure that Non-Foods/Specialty Foods conditions involving department appearance, quality, safety, and food safety are consistently maintained at the highest level.• Receive, store, process and merchandise all products in accordance with established department standard practices.• Maintain accurate records of production, shrink, sales, and inventory.• Cut, mark and stock product, as required.• Assist in communicating department and company policies to associates.• Perform various department functions as needed to meet production and customer service guidelines.• Perform all other duties and responsibilities as assigned.
   
   QUALIFICATIONS
   
   • Understanding of store operations and merchandising techniques required.• Effective interpersonal and organizational skills.• Ability to lead and direct others.• Effective communication, customer service and selling skills.• Must meet minimum age requirements.
   
   Physical Requirements
   
   • Lift up to 20 lbs. regularly, including overhead lifting, and up to 60 lbs. occasionally. Push/pull up to 40 lbs. regularly.• Meet established volume/activity standards.• Stand or walk 100% of the time.• Frequent reaching, grasping and lifting individual stock items below waist level or above shoulder level.• Frequent bending, kneeling and squatting.• Able to handle a variety of substances associated with cleaning materials, packaging materials and food products.• Tolerate working in extreme hot/cold temperatures for up to 20 minutes at a time.• Ability to use computers, calculators and communication systems required to perform the job functions.
   
   Hannaford provides equal opportunity in employment to all associates and applicants for employment without regard to race, religion, color, sex (including pregnancy, childbirth and related conditions), age, veteran status, national origin, sexual orientation, gender identity and gender expression, disability, or any other characteristic protected by law.
   
   Job Requisition: 254745_external_USA-MA-Lowell_1072022

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with frozen food 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.

   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 frozen food manager

   Once you've found the frozen food 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 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.

   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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