How to hire a performance manager

How to hire a performance manager, step by step

Here's a step-by-step performance manager hiring guide:

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

What does a performance manager do?

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1. Identify your hiring needs

   Before you start hiring a performance manager, 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 performance manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, performance managers 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 shows salaries for various types of performance managers.

   Type of Performance Manager	Description	Hourly rate
   Performance Manager	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.	$37-65
   Manager, Center Operations	The duties of a manager of center operations depend on one's industry of employment. Typically, their responsibilities revolve around overseeing business operations, setting targets, assessing the workforce's performance, and performing corrective measures on any issues or concerns... Show more	$18-46
   General Manager Of Operations	General managers of operations are employed to oversee the overall operations of businesses. Their responsibilities include the improvement of the efficiency of the operations and overall management... Show more	$23-79

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Performance Management
   • Project Management
   • Customer Service
   • Process Improvement
   • Performance Improvement
   • Continuous Improvement
   • Business Development
   • SQL
   • Data Analysis
   • Performance Metrics
   • Sigma
   • KPIs
   • Sales Process
   • Lean Six Sigma

   Check all skills

   Responsibilities:

   • Manage a staff of 40 FTE exempt and non-exempt employees.
   • Manage the QA process to ensure all forecasting and billing goals are meet.
   • Manage position management project which assign job codes and create hierarchy in HRIS.
   • Manage in-house ShoreTel VLAN network and install and configure IP phones for new employees.
   • Manage the assessment and subsequent modifications to the end-to-end PMO processes for maintenance projects.
   • Initiate and manage the development of a randomize UVM environment for verification of this IP.

   More performance manager duties

3. Make a budget

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

   • Location. For example, performance managers' average salary in kentucky is 52% less than in district of columbia.
   • Seniority. Entry-level performance managers earn 43% less than senior-level performance managers.
   • Certifications. A performance manager 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 performance manager's salary.

   Average performance manager salary

   $103,521yearly

   $49.77 hourly rate

   ---

   Entry-level performance manager salary

   $78,000 yearly salary

   Updated December 15, 2025

   Average performance manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$127,380	$61
   2	California	$127,133	$61
   3	New York	$115,995	$56
   4	Nevada	$112,662	$54
   5	Virginia	$111,445	$54
   6	Connecticut	$110,584	$53
   7	Massachusetts	$107,931	$52
   8	Washington	$105,542	$51
   9	Colorado	$104,039	$50
   10	Ohio	$103,928	$50
   11	Oregon	$101,368	$49
   12	Texas	$100,035	$48
   13	Arizona	$98,747	$47
   14	Pennsylvania	$98,460	$47
   15	Illinois	$97,987	$47
   16	Minnesota	$95,821	$46
   17	Georgia	$91,074	$44
   18	North Carolina	$90,834	$44
   19	Michigan	$88,258	$42
   20	Indiana	$87,756	$42

   Average performance manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Meta	$156,655	$75.31	117
   2	Google	$147,817	$71.07	73
   3	Pacific Investment Management Company LLC	$144,205	$69.33	1
   4	Sunrun	$135,543	$65.16	29
   5	Flexport	$135,414	$65.10	25
   6	Amazon	$132,177	$63.55	1,195
   7	LinkedIn	$131,454	$63.20	7
   8	First Solar	$130,465	$62.72	8
   9	Citi	$128,085	$61.58	20
   10	Rivian	$127,170	$61.14	18
   11	Barclays	$127,012	$61.06
   12	BP America Inc	$126,605	$60.87
   13	Nike	$125,541	$60.36	19
   14	Pacifi	$124,269	$59.74	4
   15	Accenture	$123,853	$59.54	1,436
   16	Cisco	$123,314	$59.29	115
   17	Deloitte	$123,190	$59.23	1,941
   18	AllianceBernstein	$122,556	$58.92
   19	Salesforce	$121,537	$58.43	33
   20	Gap Inc.	$121,202	$58.27

4. Writing a performance manager job description

   A good performance manager 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 a performance manager job description:

   Performance manager job description example

   Clackamas

   The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to ensure individuals with disabilities are able to perform the essential functions[GT1] [GT2] .
   
   Ability to drive performance through other team members
   Minimum 2-3 years estimating experience preferred
   Strong time management skills and ability to multi-task
   Excellent communication skills, both written and oral across multiple organizational layers
   Ability to asses center level performance in regards to key metrics, individual skill levels and Caliber culture
   Ability to communicate and manage the change process within assigned territory
   Proven organizational skills and ability to handle multiple assignments simultaneously with strong attention to details
   Proven customer/client service skills
   Development of bench strength for key clients to eliminate loss of business during team mate transitions or absences
   Ability to analyze client metrics and performance trends for multiple DRP programs utilizing all available reporting and tools, including CCC Accumark Advisor and Caliber Client Metric reporting.
   Development of performance improvement plans and business action plans focused on driving center and client performance.
   Working knowledge of CCC One estimating platform and management system
   Working knowledge of client specific estimating platforms (Mitchell, Audatex, NuGen) as needed in assigned market
   Working knowledge of key DRP accounts within assigned territory and ability to train client expectations, estimating requirements
   Current and continued knowledge of proper vehicle repair procedures and technologies
   Obtain and maintain I-CAR Gold status
   Ability to support new acquisition growth through training
   Conflict resolution with customer and/or DRP partners to reduce escalations to client level
   Ability to complete real-steel re-inspections within assigned territory and provide coaching and feedback at CM and Service Advisor levels
   Ability to multi-task and adapts well to a fast paced environment
   Advanced skills in Microsoft Office, including Word, Excel, Outlook and PPT.
   Must have valid driver's license and be eligible for coverage under Caliber's insurance policy (not an excluded driver)

   #PIQ3

   PandoLogic. Keywords: Service Center Manager, Location: Portland, OR - 97294 , PL: 545095979

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with performance manager candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of 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 performance manager

   Once you have selected a candidate for the performance manager 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.

   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.

   After that, you can create an onboarding schedule for a new performance manager. 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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How much does it cost to hire a performance manager?