How to hire a lead assistant manager

How to hire a lead assistant manager, step by step

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

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1. Identify your hiring needs

   Before you post your lead assistant manager 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 a lead assistant manager 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

   Hiring the perfect lead assistant 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.

   This list shows salaries for various types of lead assistant managers.

   Type of Lead Assistant Manager	Description	Hourly rate
   Lead Assistant Manager		$17-43
   Co-Manager	A co-manager's role is to supervise business operations and perform administrative tasks as support to a manager. One of the primary functions of a co-manager is to delegate tasks of team members and arrange schedules... Show more	$16-57
   Floor Manager	A floor manager is responsible for supervising the general operations of a specific department in an organization. Floor manager tasks include assisting customers, ensuring prompt resolution of clients' inquiries, distributing tasks to the staff, and monitoring the employees' performance... Show more	$15-27

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Customer Satisfaction
   • Payroll
   • Food Safety
   • Leadership
   • Bank Deposits
   • Customer Complaints
   • Sales Floor
   • Food Preparation
   • Inventory Control
   • POS
   • Loss Prevention
   • Product Knowledge
   • Store Operations

   Check all skills

   Responsibilities:

   • Maintain customer base by providing excellent customer service, maintaining facilities cleanliness, preparing daily reports and managing other cashiers.
   • Operate POS systems responsible for accurate cash consolidation.
   • Perform opening and closing procedures including deposit verification using POS system and ordering all currency for store function and operations.
   • Handle attendance and punctuality, performance evaluations, implement policies and procedures, provide guidelines for database clean-up and informal training.
   • Open & close store shutting down all grills, stoves, etc.

   More lead assistant manager duties

3. Make a budget

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

   • Location. For example, lead assistant managers' average salary in montana is 58% less than in rhode island.
   • Seniority. Entry-level lead assistant managers earn 59% less than senior-level lead assistant managers.
   • Certifications. A lead assistant 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 lead assistant manager's salary.

   Average lead assistant manager salary

   $58,223yearly

   $27.99 hourly rate

   ---

   Entry-level lead assistant manager salary

   $37,000 yearly salary

   Updated December 16, 2025

   Average lead assistant manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$89,162	$43
   2	Massachusetts	$78,402	$38
   3	New York	$78,101	$38
   4	Connecticut	$70,742	$34
   5	Pennsylvania	$68,887	$33
   6	Virginia	$68,785	$33
   7	New Hampshire	$66,673	$32
   8	Indiana	$65,957	$32
   9	North Carolina	$58,074	$28
   10	Ohio	$57,694	$28
   11	Missouri	$55,519	$27
   12	Arizona	$54,357	$26
   13	Colorado	$53,158	$26
   14	Idaho	$52,764	$25
   15	Illinois	$52,309	$25
   16	Florida	$51,878	$25
   17	Washington	$51,363	$25
   18	California	$48,341	$23
   19	Texas	$47,854	$23
   20	Utah	$47,596	$23

   Average lead assistant manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	EXL	$82,383	$39.61	2
   2	RH	$81,998	$39.42	52
   3	Southwest Key Programs	$80,840	$38.87
   4	Quest Global	$77,935	$37.47
   5	Vanderbilt University Medical Center	$72,644	$34.92	4
   6	McEnearney Associates	$72,537	$34.87
   7	7-Eleven	$64,399	$30.96	573
   8	Clean Juice	$58,843	$28.29	6
   9	Store Financial	$57,488	$27.64
   10	City of Long Beach	$54,907	$26.40
   11	JMJ Associates	$53,932	$25.93
   12	Aledade	$52,609	$25.29	22
   13	Dollar General	$52,444	$25.21	10,665
   14	Marco's Pizza	$46,481	$22.35	130
   15	Walmart	$44,329	$21.31	145
   16	Uneeda Enterprises	$44,227	$21.26
   17	Northside Hospital	$43,766	$21.04	1
   18	FAST TRACK AGENCY LIMITED	$42,151	$20.26
   19	Valvoline	$41,056	$19.74	162
   20	Stretch Zone	$40,331	$19.39	126

4. Writing a lead assistant manager job description

   A job description for a lead assistant 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 a lead assistant manager job description:

   Lead assistant manager job description example

   Job DescriptionSalary: $20 - $23 per hour
   

   DUTIES AND RESPONSIBILITIES

   Conduct all business in accordance with company policies and procedures. Fair Housing, Americans with Disabilities Act, Fair Credit Reporting Act, and all other Federal and State laws.

   FINANCIAL

   · Work within expense limits established.

   · Make readies and work orders should not take any longer than 2 business days

   GENERAL DUTIES

   Maintain the day-to-day operations and to assume responsibility for maintaining the physical asset of the property under the direction of the Property/Operations Manager. Areas of responsibility will include (but not limited to):

   · Responsible for the completion of all maintenance service requests as assigned.

   · Complete make-ready process of vacant apartments as directed by the Supervisor.

   · Removal and installation of appliances (Fridge, Dishwasher and Stove).

   · Removal and installation of ceiling fans and light fixtures.

   · Removal and installation of blinds.

   · Plumbing repairs (removal and installation of garbage disposals, toilets, sinks and faucets)

   · Carry pager/cell phone as required for on-call maintenance.

   · Repair bathtub surrounds (tile and caulk).

   · Flooring Repairs (remove and install tile and pull up carpet.

   · Painting and sheet rock repair.

   · Complete grounds work as directed by Manager which may include picking up trash, sweeping curb and dumpster areas and maintaining landscaping beds and other areas.

   · This job requires exerting 50 to 100 pounds of force frequently, and/or 25 to 50 pounds of force of force constantly. This position also requires frequent bending, kneeling, climbing and reaching. Performs any additional duties assigned by Property Manager or Regional Property Manager. Special projects and other responsibilities as may be determined.

   · Perform all preventative maintenance.

   · Must be available to be on call and work weekends.

   RESIDENT RELATIONS

   · Maintain a positive customer service attitude.

   · Periodic inspection with residents move-in/move-outs.

   SAFETY

   · Reports all liability and community incidents to the corporate office immediately. Ensures that all workers’ compensations claims are reported, and proper paperwork is completed.

   · Responsible for alerting the Property Manager of any unusual occurrence and/or damage that have taken place or that may occur

   AMP is an Equal Opportunity Employer.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right lead assistant manager for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your lead assistant manager job on Zippia to find and recruit lead assistant manager candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting lead assistant managers 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 lead assistant manager

   Once you have selected a candidate for the lead assistant manager 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.

   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 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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