How to hire a management psychologist

How to hire a management psychologist, step by step

Here's a step-by-step management psychologist hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a management psychologist, 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

   You should also consider the ideal background you'd like them a management psychologist to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a management psychologist that fits the bill.

   This list shows salaries for various types of management psychologists.

   Type of Management Psychologist	Description	Hourly rate
   Management Psychologist	Psychologists study cognitive, emotional, and social processes and behavior by observing, interpreting, and recording how people relate to one another and their environments.	$27-60
   Clinical Fellow	Clinical fellows are doctoral-level health professionals whose interest focuses on biomedical research. They take part in protocol-based clinical research and laboratory research... Show more	$25-43
   Clinical Psychology Internship	Clinical psychology interns are responsible for assisting the clinical psychology staff by utilizing their academic knowledge to practical applications. A clinical psychology intern observes the daily operations in a health care facility, shadows medical staff, and prepares reports for clinical psychology processes or psychological research... Show more	$12-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Mental Health
   • Mental Illness
   • Pain Management
   • Psychiatry
   • Psychological Evaluations

   Responsibilities:

   • Provide psychological therapy for children with autism spectrum disorder, deficit/hyperactive disorder, specific learning disorder and others mental diagnosis.
   • Provide consultation regarding appropriate placement/treatment of juveniles in the DJJ system.

3. Make a budget

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

   • Location. For example, management psychologists' average salary in alabama is 51% less than in california.
   • Seniority. Entry-level management psychologists earn 54% less than senior-level management psychologists.
   • Certifications. A management psychologist 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 management psychologist's salary.

   Average management psychologist salary

   $86,332yearly

   $41.51 hourly rate

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   Entry-level management psychologist salary

   $58,000 yearly salary

   Updated December 23, 2025

4. Writing a management psychologist job description

   A management psychologist 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. Below, you can find an example of a management psychologist job description:

   Management psychologist job description example

   The Psychologist will consistently demonstrate support of the Shirley Ryan AbilityLab statement of Vision, Mission and Core Values by striving for excellence, contributing to the team efforts and showing respect and compassion for patients and their families, fellow employees, and all others with whom there is contact at or in the interest of the institute.
   
   The Psychologist will demonstrate Shirley Ryan AbilityLab Core Attributes: Communication, Accountability, Flexibility/Adaptability, Judgment/Problem Solving, Customer Service and Core Values (Hope, Compassion, Discovery, Collaboration, and Commitment to Excellence) while fulfilling job duties.
   Psychologist- Pain Management Center:
   
   The Psychologist in the Pain Management Center (CPM) will assess and treat patients with chronic benign pain in an interdisciplinary chronic pain management program focused on functional restoration. The psychologist will collaborate with medical/nursing staff and physical, occupational, vocational, and relaxation therapists, to provide a comprehensive program to teach patients pain management skills and help them to achieve a more functional lifestyle.
   
   The Psychologist will be responsible for initial evaluations to determine the patients' psychological, cognitive, and emotional status and will advise the physician regarding readiness for the CPM program and/or the need for prior psychological interventions. The psychologist develops treatment plans and for psycho-educational interventions in a small group setting, teaching patients basic pain mechanisms, pain management techniques, emotion regulation, and stress management tools. The psychologist will also treat patients individually to enhance acceptance of chronic pain and help patients to develop the necessary cognitive and emotional tools to manage pain and improve quality of life.
   
   Principal Responsibilities
   
   * Conduct clinical assessments through semi-structured interviews of patients to formulate an individualized plan of treatment.
   * Select, administer, interpret, and report on results of psychological tests to develop treatment plans.
   * Employ various structured and unstructured treatment techniques on an individual and group basis to address psychological needs of patients. Adapt care as appropriate for individual characteristics of the patient. Assure patient safety in all aspects of service delivery.
   * Monitor patient's progress during treatment and revise goals and plans as necessary. Alert appropriate treatment team members to critical changes in patient's psychological status.
   * Consult with treatment teams regarding psychological factors that affect implementation of and compliance with treatment, goals and therapeutic relationships. Participate in clinical and programmatic team meetings. Co-treat with other disciplines as required.
   * Contribute to discharge planning by providing community referrals and resources for psychological services and providing education to family members regarding the patient's status, management of emotional and behavioral concerns, and family support.
   * Complete appropriate documentation of assessments and treatment of patients and families. Comply with prescribed standards for adequacy and timeliness of documentation. Accurately bill for services and adhere to standards set for level of clinical productivity.
   * Evaluate own performance and development in relation to institutional and discipline specific standards. Maintain prescribed organizational competencies and discipline specific licensure. Seek continuing education and certifications to stay current and/or advance in discipline specific practices.
   * Adhere to and conducts practice according to prescribed ethical codes of the organization and discipline.
   * Contribute to the success and advancement of the organization through appropriate productivity; apply discipline specific expertise for program planning and evaluation; contribute to efficient/effective delivery of services.
   * Participate in scholarly activities for professional development and advancement of the goals of the organization. Collaborate with others in applied research in the field of rehabilitation and psychology. Lecture and teach within the organization and at other external professional forums. Contribute to academic life in the organization by seeking academic appointment, participating in committees, and mentoring students in clinical practice.
   * Perform all other duties that may be assigned in the best interest of the Shirley Ryan AbilityLab.
   
   Psychologist- Innovation Center/ Inpatient:
   
   The Psychologist will assess and treat patients with physical disability due to traumatic injuries or illnesses to assist patients in dealing with emotional reaction to their disability. Obtains patient case history, conducts initial psychological assessment and conducts neuropsychological evaluations. As clinically indicated, provides psychotherapy services for patients, families and significant others. Provides behavioral management, as needed. Monitors patient progress revising treatment plans, as necessary. Acts as an integral part of the treatment team for their designated inpatient floor.
   
   Principal Responsibilities
   
   * Interviews patients, families and other appropriate personnel to obtain information regarding patient's personal, medical, psychiatric, substance use, and social history.
   * Conducts neuropsychological and/or psychological evaluations.
   * Plans frequency, duration and intensity of therapy and conducts appropriate for the age and development of the patient.
   * Monitors patient's progress and revises treatment plans as necessary, alerting treatment team of changes in patients' conditions.
   * Consults with treatment teams regarding psychological and neuropsychological factors that would affect implementation of rehabilitation programs and patient-therapist relationships.
   * Conducts capacity evaluations to assist the medical team with decision making abilities.
   * Co-treats with other allied health disciplines when emotional and/or behavioral factors interfere with rehabilitation progress.
   * Maintains patient documentation per organization requirements.
   * Provides discharge planning and follow-up services including referrals for patients and families.
   * Participates in research activities.
   * Performs all other duties that may be assigned in the best interest of the Shirley Ryan AbilityLab.
   
   Reporting Relationships
   
   * Reports directly to the DayRehab Manager and Manager, Psychology
   
   Working Conditions
   
   * Normal office environment with little or no exposure to dust or extreme temperature.
   * Occasional exposure to infectious diseases when working with patients.
   
   Required Experience
   
   * Knowledge of psychological principles, inter-relational dynamics, individual and group behavior, and behavior modification techniques normally acquired through completion of PhD or Psy.D. from an American Psychological Association accredited school and successful completion of a clinical internship.
   * Current licensure by State of Illinois required.
   * Completion of an accredited fellowship in clinical neuropsychology, rehabilitation psychology, and/or health psychology
   * Diplomat of the American Board of Professional Psychology in Clinical Neuropsychology and/or Rehabilitation Psychology, or if early career, ABPP Board Eligible
   * Prior experience in an inpatient and/or outpatient rehabilitation setting.
   * Training and experience with cognitive - behavioral psychotherapy and/or mindfulness based stress management
   * Training and experience in MI (motivational interviewing), ACT (acceptance and commitment therapy), and biofeedback-assisted relaxation considered a plus.
   * Understanding of the growth and development of infant, child, adult and geriatric patients as measured by specific performance standards and as described by department/unit policies and procedures.
   * Ability to interpret growth and development related information to assure patient needs are met.
   * Interpersonal skills necessary to communicate effectively with patients and families, and with physicians and team members.
   * Analytical skills to select and interpret neuropsychological and/or psychological tests assess patient disorders and formulate treatment plans.
   
   About Shirley Ryan AbilityLab
   
   Shirley Ryan AbilityLab is the global leader in physical medicine and rehabilitation for adults and children with the most severe, complex conditions. By joining our team, you will be part of our life-changing Mission and Vision. You'll work in a truly inclusive environment where diversity and equity are championed through words and actions. You'll contribute to an innovative culture that is second to none, one that embraces curiosity, discovery and compassion. You'll play a role in something that's never been done before as we integrate science and clinical care to help patients achieve better, faster outcomes - as we Advance Human Ability, together.
   
   The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
   
   Shirley Ryan AbilityLab is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.

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5. Post your job

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

6. Interview candidates

   During your first interview to recruit management psychologists, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 management psychologist

   Once you have selected a candidate for the management psychologist 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 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.

   Once that's done, you can draft an onboarding schedule for the new management psychologist. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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