How to hire an information services vice president

How to hire an information services vice president, step by step

Here's a step-by-step information services vice president hiring guide:

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

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1. Identify your hiring needs

   Before you post your information services vice president 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 information services vice president 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 information services vice president's background is also an important factor in determining whether they'll be a good fit for the position. For example, information services vice presidents 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.

   Here's a comparison of information services vice president salaries for various roles:

   Type of Information Services Vice President	Description	Hourly rate
   Information Services Vice President	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.	$59-101
   Systems Manager	A systems manager is responsible for monitoring the operations of the information technology department, evaluating staff performance, developing strategic procedures to maximize productivity, and identifying business opportunities that would generate more revenues and profitability for the company. Systems managers inspect company networks to ensure the efficiency of the technology systems, conducting regular diagnostic tests, and installing upgrades to boost optimization... Show more	$36-73
   Engagement Manager	The role of engagement managers is to build and maintain strong relations with clients. They are responsible for managing a portfolio of client accounts and assisting clients with existing projects... Show more	$40-72

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Strategic Plan
   • Business Intelligence
   • Project Management
   • ITIL
   • Management System
   • Application Support
   • VoIP
   • Disaster Recovery
   • Architecture
   • Cost Savings
   • MIS
   • HR
   • Vendor Management
   • Cloud

   Check all skills

   Responsibilities:

   • Promote efficient, cost effective uses of advance cloud base storage technologies and manage migration to next-generation smart technologies.
   • Institute policies and procedures require to become HIPAA compliant.
   • Migrate all new corporate acquisitions onto the new ERP system.
   • Lead all aspects of technology including customer facing software, ERP software, and staff.
   • Direct governance and compliance initiatives, such as Sarbanes-Oxley and HIPAA, resulting in enhance internal controls for the entire organization.
   • Provide divisional program support, including contract bargaining with union negotiators and conducting on? site training in financial healthcare analysis.

3. Make a budget

   Including a salary range in your information services vice president job description is a great way to entice the best and brightest candidates. An information services vice president salary can vary based on several factors:

   • Location. For example, information services vice presidents' average salary in alabama is 31% less than in oregon.
   • Seniority. Entry-level information services vice presidents earn 42% less than senior-level information services vice presidents.
   • Certifications. An information services vice president 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 an information services vice president's salary.

   Average information services vice president salary

   $161,286yearly

   $77.54 hourly rate

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   Entry-level information services vice president salary

   $123,000 yearly salary

   Updated January 17, 2026

4. Writing an information services vice president job description

   An information services vice president 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 information services vice president job description:

   Information services vice president job description example

   About Capgemini As the digital innovation, consulting, and transformation brand of the Capgemini Group, Capgemini BSv helps CxOs envision and build what's next for their organizations. Located in more than 30 offices and 10 creative studios around the world, its 6,000+ strong team combines strategy, technology, data science, and creative design with deep industry expertise and insights, to develop new digital solutions and business models of the future
   
   Capgemini BSv is an integral part of Capgemini, a global leader in consulting, technology services and digital transformation. The Group is at the forefront of innovation to address the entire breadth of clients' opportunities in the evolving world of cloud, digital and platforms. Building on its strong 50-year heritage and deep industry-specific expertise, Capgemini enables organizations to realize their business ambitions through an array of services from strategy to operations. Capgemini is driven by the conviction that the business value of technology comes from and through people. It is a multicultural company of 300,000 + team members in over 44 countries. Essential Skills and Experience -
   
   

   1. 1. 1. 18-20 yrs.of proven experience in BPO / shared serviced / business process
         2. Should have led large client delivery/portfolio delivery
            • 800 -1500 FTEs (F1)
         3. Should have personally led large transformation programs for client that includes process and technology refresh (RPA / Machine Learning tools like chat bots, NLP)
         4. Leadership skills in a multicultural environment managing Global/Regional Delivery
         5. Proven experience in a global complex BPO environment and multi service line deals
         6. Ability to influence at senior business levels within the organization which includes functions outside the core delivery
         7. Strong relationship building, communication, and influencing skills
         8. Ability to bring innovation to challenges and to overcome problems and obstacles as they arise as well as act and produce desired outcomes with limited direction
         9. Strong commercial awareness and project management ability
         10. Experience in change management

   
   
   Desirable Skills and Experience -
   
   

   • Experience with solution design/transition management/ Six Sigma

   • Exceeding margin goals for the portfolio - through sustainable technology interventions and productivity improvements
   • Customer satisfaction and in the process ake every client in the portfolio a referenceable client
   • Keeping the key talent in organization ( Lower attrition rate on Key talent)
   • Keeping overall attrition of teams lower - Anticipate turnover to proactively mitigate delivery issues
   • Develop a robust control framework to proactively identify and address issues
   • Bring new technology to table that can make a significant difference
   • Develop Leadership - create more future leaders that can funnel growth

   Copy this example

   

5. Post your job

   To find information services vice presidents for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any information services vice presidents they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level information services vice presidents with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your information services vice president job on Zippia to find and recruit information services vice president candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting information services vice presidents requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 information services vice president

   Once you've decided on a perfect information services vice president candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new information services vice president 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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