How to hire a senior practice manager

How to hire a senior practice manager, step by step

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

What does a senior practice manager do?

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1. Identify your hiring needs

   The senior practice 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 senior practice 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 senior practice manager that fits the bill.

   This list shows salaries for various types of senior practice managers.

   Type of Senior Practice Manager	Description	Hourly rate
   Senior Practice Manager	Medical and health services managers, also called healthcare executives or healthcare administrators, plan, direct, and coordinate medical and health services. They might manage an entire facility, a specific clinical area or department, or a medical practice for a group of physicians... Show more	$38-85
   Nursing Director	A nursing director's role is to oversee and evaluate all nurse staff in a hospital or organization, ensuring their efficiency at providing care towards patients. A nursing director's responsibilities mainly revolve around administrative tasks such as coordinating with physicians and other consultants, producing reports, conducting assessments, managing the budget and expenditures, and resolving issues... Show more	$30-56
   Clinical Director	A clinical director is a managing professional who manages the work of healthcare providers to ensure quality patient care is achieved. Clinical directors are responsible for organizational tasks such as adjusting staff schedules, explaining insurance benefits to the patients, and managing financial reports... Show more	$30-69

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patients
   • Healthcare
   • Patient Care
   • Oversight
   • Professional Services
   • Portfolio
   • Business Development
   • Practice Management
   • Service Line
   • Professional Development
   • Architecture
   • Financial Performance
   • Risk Management
   • Process Improvement

   Check all skills

   Responsibilities:

   • Experience in managing implementations of healthcare information and EMR system.
   • Manage major transformation by creating/designing and implementing new EHR operating system providing communications, training and technical support throughout the process.
   • Maintain and update HIPAA, OSHA, and local policies and procedures to ensure compliance and staff education.
   • Prepare analyses and reports while advising clients in obtaining financing through state healthcare agencies, bond markets and private lenders.
   • Administer SQL database, implement quality assurance and quality control of multiple databases.
   • Develop CRM strategy and design for overhauling customer service contact center of Japanese automaker.

   More senior practice manager duties

3. Make a budget

   Including a salary range in your senior practice manager job description helps attract top candidates to the position. A senior practice manager salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a senior practice manager in Kansas may be lower than in New Hampshire, and an entry-level senior practice manager usually earns less than a senior-level senior practice manager. Additionally, a senior practice manager with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average senior practice manager salary

   $119,792yearly

   $57.59 hourly rate

   ---

   Entry-level senior practice manager salary

   $80,000 yearly salary

   Updated December 5, 2025

   Average senior practice manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$147,036	$71
   2	Rhode Island	$131,526	$63
   3	South Carolina	$130,122	$63
   4	Virginia	$127,857	$61
   5	Washington	$127,750	$61
   6	Massachusetts	$127,494	$61
   7	Oregon	$126,376	$61
   8	District of Columbia	$124,832	$60
   9	Georgia	$124,603	$60
   10	Texas	$124,469	$60
   11	Illinois	$123,124	$59
   12	New York	$121,151	$58
   13	Idaho	$120,185	$58
   14	New Jersey	$118,412	$57
   15	Arizona	$118,219	$57
   16	Pennsylvania	$115,985	$56
   17	Colorado	$113,648	$55
   18	Ohio	$113,074	$54
   19	Michigan	$110,550	$53
   20	Maryland	$107,153	$52

   Average senior practice manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Perkins Coie	$168,884	$81.19	2
   2	Mayo Clinic	$166,381	$79.99	13
   3	Bain & Company	$161,402	$77.60	1
   4	Dechert	$155,433	$74.73	1
   5	Accenture	$150,641	$72.42	1,000
   6	Abbott	$143,229	$68.86	34
   7	Royal Bank of Canada	$139,253	$66.95	3
   8	Insight Enterprises	$137,816	$66.26	7
   9	UPMC	$134,863	$64.84	32
   10	Data Intensity	$133,308	$64.09
   11	Amazon	$131,293	$63.12	195
   12	McKesson	$131,152	$63.05	8
   13	BDO USA	$130,642	$62.81	20
   14	Snowflake Computing	$128,300	$61.68	2
   15	EisnerAmper	$127,492	$61.29	51
   16	CVS Health	$126,151	$60.65	1,209
   17	UMiami Health System	$124,844	$60.02	4
   18	Health Alliance	$124,569	$59.89	20
   19	Guidehouse	$122,388	$58.84	65
   20	Moss Adams	$120,675	$58.02	232

4. Writing a senior practice manager job description

   A senior practice manager job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a senior practice manager job description:

   Senior practice manager job description example

   At Perkins Coie, we look for individuals that are self-motivated, dedicated to providing value and superior services and, above all, people who have a high degree of integrity and enthusiasm for their work. We've created a company culture that is based on collaboration, devotion to serving our clients, and mutual respect. Perkins Coie is committed to advancing diversity and inclusion both within the firm and throughout our collective communities. Work for one of the 100 Best Workplaces in America, get great health insurance, tuition reimbursement, your birthday off, and paid sabbaticals.
   GENERAL PURPOSE
   The Senior Practice Manager position is responsible for providing and/or ensuring well-coordinated operational support for various subgroups. Initially, this position will be supporting two subgroups across the transactional and advocacy verticals. This position is expected to employ a wide range of strategic and tactical solutions to help improve the profitability and efficiency of the firm's practices. This position also serves as the business professionals focal point for the subgroups and provides management support and advisory services to multiple subgroup chairs.
   
   ESSENTIAL FUNCTIONS
   These essential functions are primary job duties that incumbents must be able to perform unassisted or with some reasonable accommodation.
   Business planning including working with subgroups to develop a plan in alignment with the practice groups and firm's plans and track performance against such plans
   Financial management and analysis including reviewing monthly reports to identify trends and opportunities to improve performance Conduct statistical analysis and develop other proven management tools to research, analyze, and improve profitability and efficiency of the subgroups Assist with preparation of annual budgets for subgroups, including rate setting Pricing and legal project management including reviewing pricing proposals to ensure alignment with the subgroups' goals and objectives, and highlighting innovation opportunities that drive improved profitability without compromising client service Plan and develop the content for and participate in group conferences, retreats, and meetings Assist with onboarding new attorneys and their workload management Manage initiatives overseen by others that impact the subgroups Identify and resolve issues associated with client intake including allocation assignments and maintaining area law codes Partner with Marketing to identify opportunities for cross-selling, client development, and improving brand recognition Partner with Human Resources on associate and paralegal issues including recruiting, retention, development, and profitability
   
   SPECIFIC SKILLS REQUIRED
   Effectively prioritize and manage multiple complex operations or projects at one time with continuous attention to detail and accuracy with numbers Excellent written and oral communication skills are required Proficient use of MS Office applications and statistical analysis Must be adept at using the Internet and standard databases as well as PowerPoint and sophisticated functions in ExcelIdentify creative solutions to complex reporting challenges leveraging technology and automation Ideal candidates will have experience in law firm operations, legal accounting and finance, the elements of law firm profitability at the client matter level and the attorney level, and understanding the challenges of local office operations
   
   EDUCATION AND EXPERIENCE
   Requires a BA degree and a solid understanding of business, finance, personnel, statistics, and/or systems disciplines or a minimum of 8 years of applicable experience, or an equivalent combination of education and experience. MBA or J.D. preferred.
   
   This position may be filled in Colorado or New York. These ranges are specific to Colorado and New York, depending on qualification and experience and may not be applicable to other locations. Colorado compensation range: $111,190 to $173,630 annually, New York compensation range: $129,020 to $201,470 annually. Perkins Coie may provide a discretionary bonus annually and information regarding benefits can be found here.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Your first interview with senior practice 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 senior practice manager

   Once you've found the senior practice manager 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 also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new senior practice 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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