How to hire a seasonal manager

How to hire a seasonal manager, step by step

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

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1. Identify your hiring needs

   The seasonal manager 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

   You should also consider the ideal background you'd like them a seasonal 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 seasonal manager that fits the bill.

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

   Type of Seasonal Manager	Description	Hourly rate
   Seasonal Manager		$10-25
   Visual Merchandising Manager	A visual merchandising manager is responsible for facilitating the arrangement of visual displays to attract customers to purchase the products. Visual merchandising managers monitor the sales performance of the store and develop effective merchandise strategies to boost revenues and increase profitability... Show more	$32-66
   Counter Manager	A counter manager is a person who leads a team of employees in the retail departments of bakeries, cosmetics, and delis. Counter managers take both administrative and leadership responsibilities... Show more	$13-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Payroll
   • Photography
   • Cash Handling
   • Customer Complaints
   • Sales Floor
   • Safety Standards
   • Customer Inquiries
   • Bank Deposits
   • POS
   • Loss Prevention
   • Front End
   • Product Knowledge
   • Sales Associates

   Check all skills

   Responsibilities:

   • Promote from associate to manage several departments including jewelry, housewares, automotive and electronics.
   • Verify time cards and authorize payroll preparation.
   • Develop lifeguard proficiency, schedule staff workdays, perform payroll and pool facility management.
   • Conduct geotechnical and geological investigations and mineral resource evaluations for commercial, industrial and governmental clients using the above-mentioned drilling techniques.
   • Administer performance management by diagnosing improvement opportunities, providing effective feedback, coaching, and corrective action plans.

3. Make a budget

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

   • Location. For example, seasonal managers' average salary in alaska is 45% less than in california.
   • Seniority. Entry-level seasonal managers 58% less than senior-level seasonal managers.
   • Certifications. A seasonal manager 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 seasonal manager's salary.

   Average seasonal manager salary

   $16.79hourly

   $34,919 yearly

   ---

   Entry-level seasonal manager salary

   $22,000 yearly salary

   Updated December 16, 2025

4. Writing a seasonal manager job description

   A job description for a seasonal 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 seasonal manager job description:

   Seasonal manager job description example

   If you have what it takes to become part of the Vistra family and would like to start a promising career with a global leader, take a look at the exciting employment opportunities that are currently available and apply online.
   
   Regional Outage Managers will provide outage management support for major projects and scheduled outages at each of the Lignite Plants. In order to meet the desired project/outage objectives for cost, schedule, quality, craft health and safety, and environmental compliance, the Regional Outage Managers will manage services provided by plant personnel, contractors and equipment manufacturer representatives, and other Luminant organizations The Regional Outage Manager, dedicated to the yearly outage activities of each Lignite Facility, is used to support long range project planning/estimating, to manage the numerous resources required to complete pre and post outage planning/execution, to develop/track accurate outage schedules, to manage procurement and cost tracking, and to manage execution of the outage activities in accordance with the Luminant Outage Playbook.
   Job Description
   Key Accountabilities
   Serve as Outage Manager for all scheduled outages at assigned plant(s). Planning and execution of non-scheduled outages (i.e. outages that do not appear on the yearly outage schedule) will be managed and executed by the plant Maintenance staff.Provide supplementary Outage Management support for outages at other plants, as available and with concurrence from management of normally assigned plant(s).Ensure execution of project/outage activities meet the desired objectives of cost, schedule, quality, craft health and safety, and environmental compliance in accordance with the Luminant Outage Playbook.
   
   Education, Experience and Skill Requirements
   High school diploma/GED equivalent required5+ years experience in the management of unit outages for maintenance and repair of fossil power production equipment, 15 to 20 years of experience in the maintenance and repair of fossil power production equipment.Knowledge of fossil power plant equipment disassembly/reassembly techniques, particularly steam turbine, combustion turbine, and boiler components.Experience in interfacing with contract craft personnel and equipment manufacturer field representatives.Working knowledge of fossil power plant operations, work processes, diagnostic tools/techniques, and personnel.Working knowledge of safety, health, and environmental requirements in fossil power plants.Experience with directing multiple large projects concurrently.Experience with critical path schedules and working knowledge of scheduling software.Experience with detailed cost tracking, cost projections, and budgeting.Experience with detailed planning, scheduling, work order development, and other work process controls.Typical unit outages are 2 to 8 weeks in duration and Regional OutageManagers will be required to work extended hours 7 days per week in support of the outages.
   
   Job Family
   General Services
   
   Company
   Luminant Generation Company LLC
   
   Locations
   Baldwin, Illinois
   
   Illinois
   We are a company of people committed to: Exceeding Customer Expectations, Great People, Teamwork, Competitive Spirit and Effective Communication. If this describes you, then apply today!
   
   If you currently work for Vistra or its subsidiaries, please apply via the internal career site.

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5. Post your job

   To find the right seasonal manager 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 seasonal managers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit seasonal managers 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 seasonal manager job on Zippia to find and attract quality seasonal manager candidates.
   • Use niche websites such as salesjobs, salesheads, allretailjobs.com, sales trax.
   • Post a job on free websites.

6. Interview candidates

   Recruiting seasonal managers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   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 seasonal manager

   Once you've selected the best seasonal manager candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new seasonal manager. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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