How to hire a programming executive

How to hire a programming executive, step by step

Here's a step-by-step programming executive hiring guide:

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

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1. Identify your hiring needs

   The programming executive 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

   Hiring the perfect programming executive also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of programming executive salaries for various roles:

   Type of Programming Executive	Description	Hourly rate
   Programming Executive	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.	$21-50
   Co-Founder	A Co-Founder is an essential member of a company as they complement the skills, vision, and mission of the Founder. Most of the time, the tasks of a Co-Founder revolve around the financial planning and developing strategies that would be beneficial for the company's financial gain and workforce... Show more	$29-86
   Co-Owner	A co-owner is responsible for ensuring smooth business operations, searching for the best industrial opportunities to drive revenues and increase profitability. Some of the business co-owners' duties include planning activities for business promotions, monitoring current market trends, establishing a reliable workforce, developing product specifications, managing financial goals and cost estimates, strengthening marketing strategies, and keeping records of business papers and documents... Show more	$30-56

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Program Management
   • Oversight
   • Service Delivery
   • Executive Leadership
   • Leadership
   • Financial Management
   • Business Development
   • Executive Management
   • DOD
   • Logistics
   • PEO
   • Sigma
   • Program Development
   • Application Development

   Check all skills

   Responsibilities:

   • Manage the timely construction of a new $300,000 man-camp for the HQ location.
   • Advise program director on best path to achieve logistics portion of the program goals and objectives.
   • Achieve superior customer satisfaction rates and SLA compliance by serving as client single point-of-contact for contract management.
   • Manage programs for profit/nonprofit healthcare organizations and IDNs.
   • Program manager providing executive oversight and accountability for managing integrate ambulatory, clinical and revenue cycle programs.
   • Analyze and manage implementation of operational and organizational structures and technology architectures in addition to ERP package selection.

   More programming executive duties

3. Make a budget

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

   • Location. For example, programming executives' average salary in mississippi is 63% less than in washington.
   • Seniority. Entry-level programming executives 58% less than senior-level programming executives.
   • Certifications. A programming executive 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 programming executive's salary.

   Average programming executive salary

   $68,840yearly

   $33.10 hourly rate

   ---

   Entry-level programming executive salary

   $44,000 yearly salary

   Updated December 15, 2025

   Average programming executive salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Washington	$100,700	$48
   2	District of Columbia	$92,128	$44
   3	Maryland	$91,724	$44
   4	New Jersey	$88,908	$43
   5	Nevada	$88,774	$43
   6	New York	$87,715	$42
   7	Pennsylvania	$84,307	$41
   8	Ohio	$81,754	$39
   9	Connecticut	$81,749	$39
   10	California	$80,267	$39
   11	Oregon	$77,876	$37
   12	Delaware	$77,483	$37
   13	Massachusetts	$77,472	$37
   14	Colorado	$76,750	$37
   15	North Carolina	$74,155	$36
   16	Missouri	$73,946	$36
   17	Arizona	$69,972	$34
   18	New Mexico	$69,608	$33
   19	Michigan	$68,047	$33
   20	Alaska	$67,584	$32

   Average programming executive salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Federal Reserve Bank of New York	$113,211	$54.43
   2	Federal Reserve Bank	$102,116	$49.09	12
   3	Salesforce	$92,305	$44.38	53
   4	Columbia University in the City of New York	$90,208	$43.37	1
   5	Schneider Electric Industrial Services	$87,048	$41.85	25
   6	Cigna	$85,788	$41.24	23
   7	Eliassen Group	$83,922	$40.35	15
   8	Federal Reserve	$82,779	$39.80
   9	Ruder Finn	$81,003	$38.94
   10	Medtronic	$77,424	$37.22
   11	World Economic Forum	$74,579	$35.86
   12	YMCA	$71,026	$34.15	1
   13	Labelbox	$70,987	$34.13
   14	Providence Health System	$70,987	$34.13
   15	Carle Foundation	$70,571	$33.93
   16	Bank of America	$68,482	$32.92	5
   17	University of Tennessee	$65,672	$31.57	3
   18	Optimus	$65,075	$31.29
   19	Spanish Broadcasting System	$55,933	$26.89	12
   20	University of Pennsylvania	$55,135	$26.51	8

4. Writing a programming executive job description

   A job description for a programming executive 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 programming executive job description:

   Programming executive job description example

   WOMEN'S CANCERS PROGRAM - EXECUTIVE PHYSICIAN LEADER
   
   City of Hope has launched a national search for a Women's Cancers Program - Executive Physician Leader who will provide enterprise leadership to our Women's Programs in clinical, research, and educational areas. The next Women's Program leader will be a highly regarded physician scientist with a collaborative, team-based leadership style, and the ability to leverage and grow our existing nationally recognized Women's Program. He/she must also be operationally savvy, with the business acumen and cultural sensitivity to lead within a complex, matrixed environment having direct reporting to their respective specialty chair, but also being accountable to all three solid tumor chairs including the Departments of Medical Oncology, Surgery and Radiation Oncology. The Executive must possess a breadth of skills, including demonstrated ability to drive research productivity; deep knowledge of clinical practice; a strong commitment to training and career development faculty and trainees; and demonstrated leadership and administrative ability in the clinical enterprise.
   
   There are specific priorities that City of Hope seeks from the Executive to deliver with an overall objective of elevating the Women's Program nationally. The following are of particular importance:
   
   * Provide broad vision and leadership to Women's Cancers in research and clinical care delivery throughout the enterprise that will further advance our reputation and delivery of care on the national stage
   * Expand and scale clinical trials and translational research to patients throughout City of Hope enterprise
   * Drive and standardize care pathways achieving superior quality delivering excellence in patient outcomes, patient experience and utilization metrics.
   * Integrate throughout the enterprise and expand our signature breast program by recruiting high caliber physicians and physician scientists creating market differentiation and excellence.
   
   QUALIFICATIONS
   
   Professional Experience
   
   * International reputation as a physician/physician scientist in breast cancer or gynecological cancer research as evidenced by strong, funded research history and publications in H-Index journals
   * Preferably previous leadership experience in an academic setting, NCI and/or national academy/society
   * Possess scholarly accomplishments to qualify at the rank of Professor with a minimum of 12+ years post-fellowship
   * Outstanding clinician with an impeccable reputation and successful track record of high-quality clinical outcomes
   * Deep understanding of quality programs, ADCC guidelines, utilization management, etc. with the ability to design and implement improvement programs having served on health system or academic medical center medical staff or departmental committees
   * Progressive administrative/management experience, preferably in an academic medical center setting
   * Demonstrated ability leading highly trained physicians and multidisciplinary teams
   * Demonstrated ability to set and meet strategic goals
   * High levels of integrity and honesty
   * Strong written and oral communication skills
   * Collaborative, adaptable, flexible to change and ability to lead teams through change
   * Exceptional interpersonal skills including relationship-building, communication, listening, and negotiation diplomacy
   
   Applicants who identify with a historically underrepresented group, including but not limited to Black/African American, Hispanic/Latinx, Indigenous/Native American, Persons of Color, or Women, are encouraged to apply.
   
   City of Hope's Commitment to Diversity, Equity & Inclusion
   
   We believe diversity is key in serving our mission to provide compassionate patient care, drive innovative discovery, and advance vital education focused on eliminating cancer and diabetes in all our communities. Our commitment to Diversity, Equity and Inclusion ensures we bring the full range of skills, perspectives, cultural backgrounds, and experiences to our work -- and that our teams align with the people we serve in order to build trust and understanding. We are dedicated to fostering a community that embraces diversity - in ideas, backgrounds, and perspectives; this is reflected in our work and represented in our people. We are proud to be an Equal Opportunity Employer.
   
   education, Licensure and Certifications
   
   * M.D. OR D.O. from an accredited educational institution and boarded in respective specialty
   * Preferably, fellowship training and boarded breast oncology specialty (oncology or surgical)
   * Possession of, or eligibility for, unrestricted medical license in the State of California
   * Visa sponsorship available
   * Posting Date: Oct 11, 2022
   * Job Field: Physician

   Copy this example

   

5. Post your job

   To find the right programming executive 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 programming executives they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit programming executives 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 programming executive job on Zippia to find and recruit programming executive candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit programming executives, 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.

   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 programming executive

   Once you've decided on a perfect programming executive candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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 employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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