How to hire a manager, process development

How to hire a manager, process development, step by step

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

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1. Identify your hiring needs

   Before you start hiring a manager, process development, 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

   A manager, process development's background is also an important factor in determining whether they'll be a good fit for the position. For example, managers, process development 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 manager, process development salaries for various roles:

   Type of Manager, Process Development	Description	Hourly rate
   Manager, Process Development	Architectural and engineering managers plan, direct, and coordinate activities in architectural and engineering companies.	$44-75
   Supplier Quality Engineer	A Supplier Quality Engineer ensures that the supplier's quality standards are in accordance with the requirement of the organization. They also report supplier performance and quality to management.	$30-51
   Quality Control Engineer	A quality control engineer is responsible for conducting quality assessments for the company's products and services to ensure adherence to federal regulations and quality standards. Quality control engineers recommend strategic methods by analyzing processes and writing test results... Show more	$25-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Continuous Improvement
   • Project Management
   • CMC
   • Process Improvement
   • GMP
   • R
   • Business Process
   • Process Engineering
   • Drug Products
   • Product Development
   • Technical Support
   • Manufacturing Support
   • Sigma
   • Product Quality

   Check all skills

   Responsibilities:

   • Manage multiple OEM and localization projects simultaneously.
   • Prepare account control books used for ISO audits.
   • Help procure difficult to build CNC parts and sub-assemblies.
   • Qualify raw material supplier (s) for submission to the FDA; manufacture registration lots.
   • Identify by FDA as expert in the scale-up of encapsulate dosage forms and lecture to FDA inspectors.
   • Develop a method to get AutoCad isometric drawings relevant to relief valve transferred electronically to the relief valve sizing package.

   More manager, process development duties

3. Make a budget

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

   • Location. For example, managers, process development' average salary in hawaii is 38% less than in connecticut.
   • Seniority. Entry-level managers, process development 42% less than senior-level managers, process development.
   • Certifications. A manager, process development 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, process development's salary.

   Average manager, process development salary

   $121,034yearly

   $58.19 hourly rate

   ---

   Entry-level manager, process development salary

   $92,000 yearly salary

   Updated December 18, 2025

   Average manager, process development salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$141,541	$68
   2	Washington	$138,950	$67
   3	Virginia	$131,215	$63
   4	Texas	$127,874	$61
   5	Massachusetts	$126,513	$61
   6	New York	$125,744	$60
   7	Pennsylvania	$120,957	$58
   8	Michigan	$112,008	$54
   9	North Carolina	$110,613	$53
   10	Oregon	$110,355	$53
   11	Minnesota	$109,716	$53
   12	Florida	$109,557	$53
   13	New Jersey	$106,876	$51
   14	Maryland	$104,005	$50
   15	District of Columbia	$100,535	$48
   16	Kansas	$98,277	$47
   17	Utah	$94,932	$46
   18	Colorado	$91,159	$44
   19	Missouri	$90,084	$43

   Average manager, process development salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Mayo Clinic	$153,511	$73.80	32
   2	Cubist Pharmaceuticals	$142,353	$68.44
   3	Genentech	$140,047	$67.33	13
   4	Ulta Beauty	$136,703	$65.72	2
   5	Novavax	$135,001	$64.90
   6	Google	$132,638	$63.77	29
   7	Elysium Health	$130,283	$62.64
   8	First Solar	$128,319	$61.69	22
   9	Amgen	$127,578	$61.34	34
   10	Vertex Pharmaceuticals	$127,546	$61.32	2
   11	Takeda Pharmaceuticals U.S.A., Inc.	$127,379	$61.24	42
   12	Accenture	$127,145	$61.13	1,100
   13	Nostrum Laboratories	$124,305	$59.76
   14	Gilead Sciences	$123,887	$59.56	4
   15	BASF	$123,093	$59.18	2
   16	Hoffmann-LA Roche Inc	$122,939	$59.11	9
   17	The Timken Company	$122,617	$58.95	3
   18	Micron Technology	$118,020	$56.74	56
   19	FPL Food	$117,585	$56.53
   20	OmniVision Technologies	$117,378	$56.43	2

4. Writing a manager, process development job description

   A job description for a manager, process development 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 manager, process development job description:

   Manager, process development job description example

   Basic Job Functions:
   
   Manages the Materials Engineering group. Leads process improvement projects required in the manufacturing areas of the plant. Responsible for the performance of the solar modules. Implements team building efforts in order to reach established goals and objectives.
   
   Education and Experience:
   
   * BS (MS or PhD preferred), majoring in chemistry, engineering, physics, material science or similar technical discipline
   * 5 to 10 years working in a technical field with previous management experience in a production environment.
   * Deep understanding of polymeric materials, and how to optimize them to meet product or production requirements
   * Experience qualifying new materials for high volume manufacturing environment preferred
   * Large scale photovoltaic or semiconductor manufacturing experience preferred
   * Experience interpreting CdTe PV device electrical performance (IV, QE etc.) is a plus
   
   Required Skills/Competencies:
   
   * Demonstrated ability to manage and motivate others to accomplish objectives and gain desired results
   * Understanding of continuous improvement/quality tools, Robust Engineering / Design of Experiments, SPC, 6 Sigma and FMEA
   * Possess excellent data handling skills
   * Intermediate to advanced knowledge level of computer applications, including MS Office software
   * Excellent understanding of engineering techniques and practices
   * Good communication skills
   
   Essential Responsibilities
   
   * Manage the development and continuous improvement of the robust solar module manufacturing processes in a cost-efficient manner
   * Oversee the handling of module data regarding module reliability, conversion efficiency, and other key performance characteristics
   * Interface with manufacturing to reduce material and labor content while meeting performance requirements
   * Present project and program status reports
   * Interface with other Company and customer representatives as required
   * Ensure adherence to all safety and environmental procedures and housekeeping standards
   * Maintain effective communication levels and fosters team building
   * Assist in the development of the department and project budgets (including cost projections) and ensures adherence to the same
   * Maintain department staffing levels, serve as a mentor/coach, and train and develop new and existing subordinates
   * Measure staff performance and make compensation recommendations or address performance issues as necessary
   * Lead engineering teams to successfully improve process performance to meet company's goal and objectives
   
   US Physical Requirements:
   
   * Will sit, stand, or walk short distances for up to the entire duration of a shift
   * Will climb stairs on an occasional basis
   * Will lift, push, or pull up to 27 pounds on an occasional basis
   * Required to use hands to grasp, lift, handle, carry or feel objects on a frequent basis
   * 20/40 vision in each eye, with or without correction is required
   * Must be able to comply with all safety standards and procedures
   * May reach above shoulder heights and below the waist on a frequent basis
   * May stoop, kneel, or bend, on an occasional basis
   * Ability to wear personal protective equipment is required (including but not limited to; steel toed shoes, gloves, safety glasses, hearing protection, protective jacket or apron and arm guards)
   * All associates working on the production floor may be required to wear a respirator at any given time and thus, the ability to wear a respirator is a condition of employment and continued employment (requires little or no facial hair)
   
   Potential candidates will meet the education and experience requirements provided on the above job description and excel in completing the listed responsibilities for this role. All candidates receiving an offer of employment must successfully complete a background check band any other tests that may be required.
   
   Equal Opportunity Employer Statement: First Solar is an Equal Opportunity Employer that values and respects the importance of a diverse and inclusive workforce. It is the policy of the company to recruit, hire, train, and promote persons in all job titles without regard to race, color, religion, sex, age, national origin, veteran status, disability, sexual orientation, or gender identity. We recognize that diversity and inclusion is a driving force in the success of our company.

   Copy this example

   

5. Post your job

   To find managers, process development 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 managers, process development they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level managers, process development 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 manager, process development job on Zippia to find and recruit manager, process development candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit managers, process development, 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 manager, process development

   Once you've selected the best manager, process development 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.

   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 manager, process development 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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