How to hire an owner/director

How to hire an owner/director, step by step

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

Post an owner/director job for free, promote it for a fee

Post free

1. Identify your hiring needs

   Before you start hiring an owner/director, 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

   An owner/director's background is also an important factor in determining whether they'll be a good fit for the position. For example, owner/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/director salaries for various positions.

   Type of Owner/Director	Description	Hourly rate
   Owner/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.	$11-41
   Director Of Operations And Finance	A director of operations and finance is in charge of overseeing and spearheading business and financial operations, ensuring efficiency and smooth workflow. Their responsibilities revolve around performing research and analysis to identify the best practices to optimize operations, coordinating with different departments to gather data, conducting research and analysis to identify new business and investment opportunities, and monitoring the progress of various projects and programs... Show more	$37-87
   Director Of Business Operations	The position of a director of business operations involves the direction and coordination of an organization. It is the main responsibility of the directors of operations to oversee the profitability and overall growth of their organization... Show more	$32-87

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Payroll
   • Financial Management
   • Child Care Facility
   • CPR
   • State Regulations
   • Human Resources
   • Business Plan
   • Childhood
   • Child Development
   • Business Development
   • Professional Development
   • Learning Environment
   • Quality Care
   • Educational Programs

   Check all skills

   Responsibilities:

   • Manage food inventory and stay within the nutritional guidelines set by the USDA.
   • Lead the effort to identify and implement a cloud base ERP solution for a new business venture in Poland.
   • Serve and prepare daily snacks and meals according to USDA food program.
   • Advance to positions of increasing responsibility, culminating in a management role with oversight for all customer relations.
   • Supervise a staff of 20 that receive national accreditation through NAEYC.
   • Maintain: CPR, first aide, state inspection of facility, and ongoing education in the daycare field.

3. Make a budget

   Including a salary range in your owner/director job description is a great way to entice the best and brightest candidates. An owner/director salary can vary based on several factors:

   • Location. For example, owner/directors' average salary in wyoming is 67% less than in connecticut.
   • Seniority. Entry-level owner/directors earn 74% less than senior-level owner/directors.
   • Certifications. An owner/director 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 an owner/director's salary.

   Average owner/director salary

   $45,038yearly

   $21.65 hourly rate

   ---

   Entry-level owner/director salary

   $23,000 yearly salary

   Updated January 20, 2026

4. Writing an owner/director job description

   A good owner/director job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an owner/director job description:

   Owner/director job description example

   Job title: Director, Solutions Owner
   Organization/department: Personal Lines - Transactional Lines
   Reports to: SVP, Head of Solutions Development & Management
   
   About HUB
   HUB advises businesses and individuals on how to reach their goals. As one of the world's largest insurance brokers, our network of risk, insurance, employee benefits, retirement and wealth management specialists bring clarity to a changing world with tailored solutions and unrelenting advocacy.
   
   The opportunity
   Today, data and technology continue to drive a dramatic evolution in the insurance and financial services landscape, hastened by a pandemic that has accelerated consumer demand for personalized solutions and frictionless interactions. In this world, HUB is building the digital brokerage of the future, providing a broad range of financial and protection solutions, supported by expert advice and tools, delivered in a delightful experience that is fast and seamless - whenever, wherever and however the customer choses. We're not chasing the status quo; we're chasing a shared vision of tomorrow. To that end, we are looking for insight-driven, customer-centric and tech savvy solutions leaders who are motivated to help lead HUB International Transactional Lines through its exciting next phase of growth.
   In this role you are passionate about our mission to enable acquisition, service, and advice however customers prefer, enabling maximum capacity for growth across all HUB distribution channels.
   
   Job overview
   The Solutions Owner will utilize market and customer insights to design compelling value propositions as blueprints for the buildout and expansion of the primary digital platform, and act as quarterback, leading the strategy and delivery plan for new platform features and capabilities, and surrounding product line ecosystems. You will be responsible for taking solutions from concept to delivery in an Agile framework, collaborating with digital and technology partners, and related stakeholders to support intake, launch, management, and optimization of capabilities and programs; ensuring alignment with program planning and execution goals.
   The ideal candidate will excel as a natural problem solver and exhibit strong business acumen, communication, and facilitation skills. They are relentless in representing the customer, highly entrepreneurial, a natural relationship builder and consummate team player with the ability to influence and drive outcomes.
   
   Primary responsibilities and activities
   Integrates top-down strategic initiatives into a solution/product vision and roadmap, coordinated with the remainder of the portfolio to deliver customer and business objectives Leverages robust internal and external discovery to bring to the Solutions Development Process (SDP), a deep knowledge of factors that might influence/affect solutions End users and partners (“voice of the customer”) Industry trends and competitive landscape Critical business variables (e.g., technology, marketing, sales, finance, operations, legal, partnerships, etc.) Accountable for business results and empowered to make tradeoffs, guided by clear OKRsResponsible for final decisions on product functionality, inspects output and owns the result Collaborates to build, prioritize and maintain workstreams (backlogs) to ensure the team is working on highest business value work Oversees, coordinates, and supports design and development work ensuring the solution/product teams have the resources and skillsets needed to deliver Leads/Participates in solution/product team Agile ceremonies Defines objectives and key result (OKR) measurement and reporting, aligned with business management and partners Communicates progress to relevant stakeholders With technical product partners and other internal stakeholders, evaluates potential business process changes and impacted systems as they pertain to the solution/product, and aligns on plan for change
   Establishes scalable best practices for solutions development and management
   Job requirements
   BA/BS degree in related field, MBA or equivalent preferred; 7+ years of experience in business/solution strategy, product management (digital a plus), development of digital software products, or any combination of education and experience that would provide an equivalent background
   Knowledge, traits and skills
   Impact player who takes a leading role in driving the business Disciplined analytical problem-solver with ability to turn insights into strategy Drives strategic execution - translating strategic priorities into operational reality Ability to understand and navigate interdependencies with multiple functional areas - IT/engineering, design, finance, sales, marketing Experience and comfort level with technology, including large scale technical platforms and API development. Ability to facilitate communication between business and tech teams Comfort level working around ambiguity and uncertainty Ability to define measurements and track attainment of business objectives Champion for the customer and of new ways of working, including AgileCollaborates and empowers a cross-functional team An experimentation and learning mindset (e.g. lean startup approach) Excellent knowledge of MS OfficeWorking knowledge of program/project management and ideation software (MS Project, MS Teams, Visio, Miro, etc.) Entrepreneur's mentality - hands-on, fearless, resilient, proactive
   
   #LI-JP
   
   Working conditions
   Work from home or in the office at HUB's US headquarters in Chicago, IL. If WFH, expectation of travel to office as needed to facilitate role responsibilities.
   
   Department Account Management & Service
   
   Required Experience: 7-10 years of relevant experience
   
   Required Travel: Up to 25%
   
   Required Education: Bachelor's degree (4-year degree)

   Copy this example

   

5. Post your job

   To find owner/directors 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 owner/directors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level owner/directors 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 owner/director job on Zippia to find and recruit owner/director 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 owner/directors, 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.

   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 owner/director

   Once you've found the owner/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.

   To prepare for the new owner/director 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.)

   Sign up to download full list

   Sign up

How much does it cost to hire an owner/director?