How to hire an owner and managing director

How to hire an owner and managing director, step by step

Here's a step-by-step owner and managing director hiring guide:

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

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1. Identify your hiring needs

   The owner and managing director 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

   An owner and managing director's background is also an important factor in determining whether they'll be a good fit for the position. For example, owner and managing directors 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.

   This list presents owner and managing director salaries for various positions.

   Type of Owner And Managing Director	Description	Hourly rate
   Owner And Managing Director	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.	$23-55
   Division Vice President	Division Vice Presidents are company executives that oversee a particular department or division. They are often employed in companies with a varied product line or wide geographical reach, thus needing divisions to streamline processes... Show more	$50-115
   Business Owner	Business owners, also known as Entrepreneurs, are responsible for their company and brand's success. There are many areas of responsibility when you're a business owner, such as in the aspects of planning and budgeting, arranging finances and legal documentation, and even hiring the workforce essential for the business to grow... Show more	$12-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Risk Management
   • Financial Management
   • Product Development
   • Business Strategy
   • Business Plan
   • Human Resources
   • Website Development
   • Business Development
   • Brokerage
   • Strategic Partnerships
   • Real Estate
   • Market Research
   • SEO
   • Business Operations

   Check all skills

   Responsibilities:

   • Develop and implement marketing campaigns, and manage a variety self-contain EMR systems for numerous private practice healthcare providers.
   • Create a successful business base on product performance and demonstrate ROI.
   • Gather business & technical requirements, conduct an RFI, comprehensive cost model and ROI.
   • Secure quarterly state/governmental data to perform analysis on markets/market share to facilitate healthcare clients in determining appropriate strategy, and needs/requirements.
   • Deliver eBay consignment services for individuals, businesses, non-profit organizations and charities.

3. Make a budget

   Including a salary range in your owner and managing director job description is one of the best ways to attract top talent. An owner and managing director can vary based on:

   • Location. For example, owner and managing directors' average salary in hawaii is 60% less than in district of columbia.
   • Seniority. Entry-level owner and managing directors 58% less than senior-level owner and managing directors.
   • Certifications. An owner and managing director 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 an owner and managing director's salary.

   Average owner and managing director salary

   $75,130yearly

   $36.12 hourly rate

   ---

   Entry-level owner and managing director salary

   $48,000 yearly salary

   Updated January 15, 2026

4. Writing an owner and managing director job description

   An owner and managing director 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 an owner and managing director job description:

   Owner and managing director job description example

   The Workforce Planning Product Owner is a senior executive role responsible for leading a team of professionals using the agile methodology to deliver an integrated or standalone set of technology and services to manage customer facing staffing and performance activities for ~68k employees in the contact centers, back office, & branches. As the Product Owner your primary responsibility will be to proactively set the strategic direction for your Product through the collaboration with business partners in the design and execution of a product roadmap. The individual must be able to manage multiple stakeholder groups, prioritize deliverables and navigate a matrixed organization. You should understand and quantify the business value of the book of work and use critical thinking to make data-informed decisions for your Product. Your mission is to maximize the value of the Product and work of your aligned Product and agile teams. You will drive an agile organization and are empowered to change the direction and scope of the roadmap as needed. This position reports to the Head of CCB Workforce Planning.
   
   This position involves developing and managing a complete set of advanced technology platforms and tools used to manage the large and complex planning ecosystem across Consumer and Community Banking (CCB). CCB is organized into Consumer and Business Banking (including Consumer Banking, JP Morgan Wealth Mgmt, and Business Banking), Home Lending (including Home Lending Production, Home Lending Servicing, and Real Estate Portfolios and Card & Auto. CCB has ~130k employees with ~68k frontline employees serving our customers each day in the branches, call centers and back office. There are over 4,800 bank branches with ~36k employees supporting 250mm+ teller and banker platform transactions each year. CCB Operations supports over 380mm+ specialist handled phone calls and 42mm back office cases across 450+ queues.
   
   The mission of the Workforce Planning team is to ensure we have the right people, in the right place, at the right time to serve our customers. This position involves developing and managing a complete set of advanced technology platforms and tools used to manage the large and complex planning ecosystem across Consumer and Community Banking (CCB). In addition, the Product is creating a technology infrastructure and data science platform to support data acquisition, automation, analytics and modeling used to manage CCB Workforce Planning activities supporting 68k employees.
   Business Outcomes
   
   * Deployment of modernized workforce management tools to provide best in class capabilities (including mobile functionality) to improve the employee and customer experience
   * Manage workforce activities to improve staff utilization leading to increase operating efficiencies and business resiliency
   * Create and deploy a modernized cloud-based data and analytics platform that can be used for advanced forecasting, simulation, optimization, automation, and data visualization capabilities.
   * Develop and execute a Workforce Planning data strategy aligned to the CCB Operations target state
   * Improve planning precision, eliminate manual work and reduce cycle times
   * Workforce application modernization & reduction (data center migration)
   * Deploy new Branch planning & staffing capabilities to support Branch transformation
   * Implement technology tools to drive real time decisioning capabilities to improve staffing utilization, process automation and monitoring
   
   Responsibilities:
   
   * In partnership with the General Manager, own the product strategy, roadmap prioritization, and product backlog
   * Lead a team of ~ 90 employees in partnership with technology to utilize the agile methodology to execute the product roadmap to deliver a high-quality product
   * Maximize the value of the product (~$30mm total cost of ownership) and the work of the cross-functional delivery team
   * Engage with cross-functional partners across the organization to lead, align, influence, and maintain productive partnerships throughout the lifecycle and to deliver on the product vision
   * Partner with the business teams across Chase to analyze and ideate employee, customer experience and efficiency opportunities
   * Using an entrepreneurial mindset, maximize product value delivered through backlog creation, management, and prioritization of epics and user stories
   * Be a lead voice in senior leadership forums to provide clear updates, drive strategic decisions and alignment, and champion the value proposition of the work being done
   * Track and monitor performance, understand insights from analytics, and leverage to continually improve not only product but processes to deliver quality work
   
   Qualifications:
   
   * Bachelor's degree is required, preferred experience in business / workforce planning, technology platforms, or business analytics. Financial Services experience is a plus.
   * Demonstrated management, leadership, and client experience skills across a large company with matrixed organizational structure
   * Proven experience leading multi-disciplinary teams and project execution in a fast-paced agile development environment
   * Demonstrated ability to make strategic decisions, take accountability for those decisions and drive transformational change to drive the right employee and customer outcomes
   * Demonstrated understanding of business value drivers, project execution and aligning teams to achieve business objectives
   * Strong strategic thinking, communication, presentation and writing skills
   * Excellent communicator with ability to interact with senior leaders, key stakeholders, employees, and third-party vendors
   
   Minimum of 10 years management/supervisory experience working in a dynamic product or service environment

   Copy this example

   

5. Post your job

   To find the right owner and managing director for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with owner and managing directors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit owner and managing directors who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your owner and managing director job on Zippia to find and recruit owner and managing director candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit owner and managing directors, 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.

   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 owner and managing director

   Once you've found the owner and managing director 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 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.

   After that, you can create an onboarding schedule for a new owner and managing director. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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