How to hire a manager/partner

How to hire a manager/partner, step by step

Here's a step-by-step manager/partner hiring guide:

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

What does a manager/partner do?

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1. Identify your hiring needs

   The manager/partner 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

   You should also consider the ideal background you'd like them a manager/partner 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 manager/partner that fits the bill.

   Here's a comparison of manager/partner salaries for various roles:

   Type of Manager/Partner	Description	Hourly rate
   Manager/Partner	Top executives devise strategies and policies to ensure that an organization meets its goals. They plan, direct, and coordinate operational activities of companies and organizations.	$30-67
   Business Development And Marketing Manager	The business development and marketing manager is in charge of overseeing a company's marketing programs and projects. They primarily manage and coordinate teams, set goals and guidelines, organize budgets and timelines, conceptualize plans, and develop strategies to optimize operations... Show more	$24-53
   Marketing And Operations Manager	A marketing and operations manager handles the marketing program and campaigns of an organization. Marketing and operations managers plan and create production process management, data and analytics, brand compliance, and technology infrastructure... Show more	$34-58

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Business Development
   • Project Management
   • Client Facing
   • Account Management
   • Customer Service
   • Partner Relationships
   • Strategic Partnerships
   • CRM
   • Facebook
   • Lead Generation
   • Revenue Growth
   • Professional Development
   • Digital Marketing
   • Work Ethic

   Check all skills

   Responsibilities:

   • Manage day to day e-commerce operations.
   • Manage on site SEO, linkage with bloggers, and social media mediums.
   • Manage all on-line activities and marketing campaigns including Facebook, LinkedIn, and Google.
   • Manage and operate social media account on YouTube and Instagram, more than 24k followers currently
   • Develop and manage an internet company and website to market (e-commerce) on-line sales and marketing materials and online training.
   • Manage medical billing and serve as liaison between patient and insurance including Medicaid and Medicare as required.

   More manager/partner duties

3. Make a budget

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

   • Location. For example, managers/partner' average salary in utah is 55% less than in california.
   • Seniority. Entry-level managers/partner 55% less than senior-level managers/partner.
   • Certifications. A manager/partner 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 manager/partner's salary.

   Average manager/partner salary

   $95,382yearly

   $45.86 hourly rate

   ---

   Entry-level manager/partner salary

   $64,000 yearly salary

   Updated December 27, 2025

   Average manager/partner salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$139,126	$67
   2	Nevada	$119,130	$57
   3	Washington	$116,254	$56
   4	Virginia	$112,271	$54
   5	District of Columbia	$109,646	$53
   6	New York	$108,024	$52
   7	Massachusetts	$96,929	$47
   8	Connecticut	$96,456	$46
   9	Delaware	$95,053	$46
   10	Maryland	$94,549	$45
   11	North Carolina	$94,409	$45
   12	Colorado	$92,647	$45
   13	Illinois	$92,497	$44
   14	Pennsylvania	$92,079	$44
   15	Oregon	$91,586	$44
   16	Arizona	$88,461	$43
   17	Ohio	$87,448	$42
   18	Wisconsin	$86,690	$42
   19	Georgia	$86,345	$42
   20	Indiana	$84,323	$41

   Average manager/partner salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Apple	$153,741	$73.91	64
   2	PayPal	$150,158	$72.19	43
   3	Meta	$147,818	$71.07	206
   4	Poshmark	$147,734	$71.03
   5	Latham & Watkins	$146,676	$70.52	5
   6	Sidley Austin	$146,609	$70.49	3
   7	ByteDance	$145,782	$70.09
   8	Turo	$145,069	$69.74	2
   9	DoorDash	$140,472	$67.53	142
   10	Google	$140,417	$67.51	154
   11	NVIDIA	$138,856	$66.76	21
   12	Cloudflare	$138,454	$66.56	7
   13	Yelp	$138,372	$66.53	16
   14	Amazon	$137,603	$66.16	1,208
   15	eBay	$137,277	$66.00	23
   16	Instacart	$137,065	$65.90	8
   17	Didi Chuxing	$135,616	$65.20
   18	Coursera	$135,565	$65.18
   19	Acronis	$135,494	$65.14
   20	Medallia	$135,174	$64.99

4. Writing a manager/partner job description

   A manager/partner 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 a manager/partner job description:

   Manager/partner job description example

   You have a proven track record of success within the industry as a 2nd Line Manager or Personal Producer.

   Experience recruiting a team of sales professionals utilizing personal warm markets and cold sources including social media, job board resources, recruiting events/ networking events, referrals, leveraging 3rd party recruiting vendors, etc.

   Experience with sales training and employee development.

   Fully licensed Series 7 and 24 (or the ability to obtain these licenses within 6 months in the role).

   Relevant college degree

   Major responsibilities:

   You will actively select and recruit new and experienced financial professionals to the company.

   Train and develop both existing and future financial professionals on company’ selling process and product portfolio

   Monitor and measure performance to increase productivity, retention and overall success.

   Facts: New York Life is among the strongest and most respected financial companies in the world. New York Life has received the highest financial strength ratings currently awarded to any U.S. life insurer by each of the four major rating companies: A.M. Best (A++), Standard & Poor’s (AA+), Moody’s Investors Service (Aaa), and Fitch (AAA) according to Third Party Reports as of 7/30/18. For 65 Consecutive years, we have led the Million Dollar Round Table with more members than any other insurance and financial institution in the world. New York Life has been recognized as one of the “World’s Most Admired Companies” by Fortune Magazine for 2019.

   Mission statement and values: Our Mission is to provide financial security and peace of mind through our insurance, annuity and investment solutions. We act with integrity and humanity in all our interactions with our policy owners, business partners, and one another. Grounded in both confidence and humility, we serve as stewards for the long term. We are here for good , reflecting both the permanence of New York Life and our commitment to do the right thing in business and society. Everything we do has one overriding purpose: to be there when our policy owners need us. About New York Life

   As a mutual company, we are accountable only to you. That means we are fully aligned with our policy owners, not with outside investors or Wall Street. This allows us to focus on delivering lifelong value to our customers. As a mutual company, with no investors or outside owners, New York Life is uniquely aligned with our clients’ interests and priorities. New York Life has been around for over 174 years of industry success. We are a Fortune 100 company and are ranked No. 71 on the Fortune 500 in 2019. New York Life is the Largest Mutual Insurer in the U.S. New York Life has the highest financial strength ratings currently awarded to any U.S. life insurer from all four of the major credit rating agencies: A.M. Best (A++), Fitch (AAA), Moody’s Investors Service (Aaa), Standard & Poor’s (AA+) Source: Individual Third-Party Ratings Reports as of 7/30/18. We have been in business since 1845, and we have a long and impressive track record of helping generations of Americans protect their families and attain their financial goals. That passion and commitment to protection have continued unabated for nearly two centuries. We’ve seen the nation evolve and events that have affected the lives of Americans: from the Civil War, to the 1906 San Francisco earthquake, to the 1929 stock market crash, to September 11, 2001, to Hurricane Katrina in 2005. What does this mean? It means that New York Life is resilient and able to thrive in all economic conditions. This means we’ll always be there for our policy owners, and for future generations.

   New York Life Insurance Company is an equal opportunity employer M/F/Veteran/Disability/Sexual Orientation/Gender Identity.

   SMRU 1827570 exp 7/1/20

   IND123

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right manager/partner 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 manager/partner job on Zippia to find and recruit manager/partner candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting managers/partner 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 manager/partner

   Once you've found the manager/partner 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new manager/partner. 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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