How to hire a requirements manager

How to hire a requirements manager, step by step

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

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1. Identify your hiring needs

   Before you post your requirements manager job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a requirements manager for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a requirements manager to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a requirements manager that fits the bill.

   The following list breaks down different types of requirements managers and their corresponding salaries.

   Type of Requirements Manager	Description	Hourly rate
   Requirements Manager	Computer and information systems managers, often called information technology (IT) managers or IT project managers, plan, coordinate, and direct computer-related activities in an organization. They help determine the information technology goals of an organization and are responsible for implementing computer systems to meet those goals.	$26-64
   Information Technology Director	An information technology (IT) Director is a professional responsible for the management, strategy, and execution of an organization's IT infrastructure. He/She supervises a team of workers while working with the organization's management and external vendors and advisors... Show more	$46-94
   Manager, Systems Engineering	A systems engineering manager is responsible for monitoring the efficiency of the company's technology systems and network infrastructure. System engineering managers inspect the output deliverables of computer systems, identifying process improvement techniques to improve optimal performance and maintain high-quality results... Show more	$46-84

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Java
   • Client Facing
   • Emerging Technologies
   • Lean Six Sigma
   • Lifecycle Management
   • Requirements Management
   • Collection Management
   • CI
   • ISR
   • DOD
   • Intelligence Community
   • CRM
   • Project Management
   • Key Management

   Check all skills

   Responsibilities:

   • Develop SQL programs to automate updates to tables in TIMS.
   • Manage the division's database and coordinate with contractors in its development.
   • Configure and manage VMware host server 3.5 and 4.0 and guest servers.
   • Manage and coordinate the functional requirements for counterintelligence (CI) and human intelligence (HUMINT) communities.
   • Manage programming and development teams for ERP and in-house app development for iOS, web and other applications.
   • Conduct JAD sessions throughout the project to communicate and manage expectations with the business users and the feature content team.

3. Make a budget

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

   • Location. For example, requirements managers' average salary in montana is 38% less than in new york.
   • Seniority. Entry-level requirements managers earn 59% less than senior-level requirements managers.
   • Certifications. A requirements 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 requirements manager's salary.

   Average requirements manager salary

   $87,310yearly

   $41.98 hourly rate

   ---

   Entry-level requirements manager salary

   $56,000 yearly salary

   Updated December 19, 2025

4. Writing a requirements manager job description

   A job description for a requirements manager 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 requirements manager job description:

   Requirements manager job description example

   To eat. To laugh. To share. That's why people come to Pizza Hut. It's the calling of our Restaurant General Managers to make them feel like family with smiles, teamwork and dedication. If you're an experienced restaurant or retail manager, think about a career with Pizza Hut. You know who you are - a natural leader, you love putting together a winning team. You're all about teaching new things and motivating the team to work together. At Pizza Hut, you can do all that - and more. Here, you will work with smart, experienced, fun people. Expect training and growth. Plenty of excitement. Unique challenges. And a world of opportunity.
   **Requirements**
   
   What are we looking for? The good news is that your training will teach you everything you need to know to succeed on the job. But there are a few skills you should have from the get-go:
   
   You have at least 2 years of leadership experience in the restaurant, hospitality or retail industry with responsibility for financial results.
   
   You're all about creating a great place to work for your team.
   
   You want to make your customer's day and it shows in the way you are maniacal about serving amazing pizza with a great big smile.
   
   We have a GREAT culture and look for GREAT people to add to our family. You know who you are --honest, energetic, motivational and fun. You have a vision for the perfect restaurant, and you know how to get your team to bring it to life.
   
   You set high standards for yourself and for your people.
   
   You're up for a challenge. You love the excitement of the restaurant business and know every day is different.
   
   And, you're at least 18 years old with a valid driver's license, reliable transportation (not public transportation - you may need to drive to make deposits for the restaurant sometimes) and a true desire to learn and grow.
   
   Keep in mind, this is just basic information. You'll find out more after you apply. And independently-owned franchised or licensed locations may have different requirements.
   
   **Additional Information**
   
   If you want a management career with an innovative company, look no further than Pizza Hut. Apply today!

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right requirements manager for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with requirements 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 requirements manager

   Once you have selected a candidate for the requirements 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.

   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 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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