How to hire a locker room manager

How to hire a locker room manager, step by step

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

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1. Identify your hiring needs

   The locker room manager 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

   A locker room manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, locker room managers 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 locker room managers and their corresponding salaries.

   Type of Locker Room Manager	Description	Hourly rate
   Locker Room Manager		$15-38
   Public Bath Attendant	A public bath attendant performs various support tasks to ensure that clients get to receive optimal services at public bath establishments. Their duties often revolve around greeting clients, identifying their needs and preferences, answering inquiries, and providing necessities such as towels and drinking water... Show more	$10-17
   Manager	Managers are responsible for a specific department, function, or employee group. They oversee their assigned departments and all the employees under the department... Show more	$17-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Cleanliness
   • All-State
   • Customer Service
   • Bartending

   Responsibilities:

   • Achieve maximum cleanliness daily using proper time and personnel management.
   • Manage daily FOH staff line-up, covering necessary instruction and education concerning fine-dining service and beverage, menu and company knowledge.
   • Train personnel in roasting processes and proper OSHA require maintenance of equipment.
   • Market a weekly educational postings of all things coffee and tea on Facebook.
   • Acquire green bean samples for quality control, grading, sample roasting and cupping.
   • Monitor premises for safety concerns and cleanliness to insure patron safety.

3. Make a budget

   Including a salary range in your locker room manager job description is one of the best ways to attract top talent. A locker room manager can vary based on:

   • Location. For example, locker room managers' average salary in iowa is 45% less than in maine.
   • Seniority. Entry-level locker room managers 59% less than senior-level locker room managers.
   • Certifications. A locker room manager with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a locker room manager's salary.

   Average locker room manager salary

   $51,640yearly

   $24.83 hourly rate

   ---

   Entry-level locker room manager salary

   $33,000 yearly salary

   Updated December 14, 2025

4. Writing a locker room manager job description

   A job description for a locker room 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 locker room manager job description:

   Locker room manager job description example

   **University Libraries, Stanford, California, United States**
   
   Information Technology Services
   
   Post Date Jan 27, 2022
   
   Requisition # 93009
   
   The LOCKSS Program makes the award-winning LOCKSS distributed digital preservation software platform, used worldwide by hundreds of libraries in dozens of countries to preserve and provide authoritative access to digital content, including scholarly communications, Web archives, and institutional repositories. It also operates digital preservation networks like the Global LOCKSS Network (GLN), delivers digital preservation services to organizations like the CLOCKSS Archive, and supports other digital preservation initiatives, all powered by the LOCKSS software. It is an internationally recognized part of the Stanford University Libraries (SUL) portfolio, having a major programmatic impact on the operations of memory organizations globally.
   
   Position summary:
   
   The LOCKSS Program seeks a Community Manager to foster partnerships and serve as a thought leader in the digital preservation sphere. You will become a familiar external face in three of the LOCKSS Program's key constituencies: libraries and memory organizations, scholarly publishers and content providers, and open source software developers. You will play a pivotal role in facilitating business and technical conversations between LOCKSS Program staff and existing or prospective stakeholders, to apply LOCKSS technologies toward establishing new digital preservation initiatives. Are you a creative communicator, enthusiastic about digital preservation and passionate about access to information? Join our dedicated team and help the scholarly community meet its digital preservation needs with the LOCKSS Program.
   
   In this role, you will:
   
   + Pursue partnerships with libraries and publishers, but also state and national agencies, scholarly content providers, and other memory institutions, to form digital preservation initiatives using LOCKSS technologies.
   
   + Ensure continuity of institutional and interpersonal contact with existing and prospective partners.
   
   + Organize community outreach events to promote the LOCKSS Program and foster engagement, such as webinars, trainings and unconferences.
   
   + Develop informational and instructional materials for the LOCKSS Program's Web site and documentation portal, and to aid in conducting technical and business conversations with partners.
   
   + Track, participate and help advance long term digital preservation both individually and through organizing and applying technical and community efforts
   
   To be successful in this role, you will bring:
   
   + Bachelor's degree and five years relevant experience, or a combination of education and relevant experience.
   
   + Experience in the areas of digital preservation, Web archiving, or digital libraries.
   
   + Excellent communication skills, both written and verbal, including the ability to bridge functional and technical resources by communicating effectively with individuals of varying systems expertise and business needs.
   
   + Knowledge of principles and techniques used in conducting management studies and in systems analysis.
   
   + Skill in conducting interviews and facilitating group meetings.
   
   + Skill in developing and conducting training programs.
   
   In addition, preferred requirements include:
   
   + Experience with managing products or programs.
   
   + Demonstrated ability to manage multiple projects simultaneously.
   
   + Knowledge of various marketing elements (e.g. pricing, audience, channels, communication).
   
   + Demonstrated ability to understand the target audience life cycle and ability to convert leads into new business.
   
   + Excellent written and oral communication skills.
   
   Why Stanford is for you:
   
   Stanford University has revolutionized the way we live and enrich the world. Supporting this mission is our diverse and dedicated 17,000 staff. We seek talent driven to impact the future of our legacy. Our culture andunique perksempower you with:
   
   + **Freedom to grow.** We offer career development programs, tuition reimbursement, or audit a course. Join a TedTalk, film screening, or listen to a renowned author or global leader speak.
   
   + **A caring culture.** We provide superb retirement plans, generous time-off, and family care resources.
   
   + **A healthier you.** Climb our rock wall, or choose from hundreds of health or fitness classes at our world-class exercise facilities. We also provide excellent health care benefits.
   
   + **Discovery and fun.** Stroll through historic sculptures, trails, and museums.
   
   + **Enviable resources.** Enjoy free commuter programs, ridesharing incentives, discounts and more.
   
   _The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned._
   
   _Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job._
   
   _Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law._
   
   Additional Information
   
   + **Schedule: Full-time**
   
   + **Job Code: 4772**
   
   + **Employee Status: Regular**
   
   + **Grade: I**
   

   Copy this example

   

5. Post your job

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

6. Interview candidates

   To successfully recruit locker room managers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   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 locker room manager

   Once you've selected the best locker room manager 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 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 locker room manager 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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