How to hire a sponsorship coordinator

How to hire a sponsorship coordinator, step by step

Here's a step-by-step sponsorship coordinator hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a sponsorship coordinator, 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 sponsorship coordinator's background is also an important factor in determining whether they'll be a good fit for the position. For example, sponsorship coordinators 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.

   The following list breaks down different types of sponsorship coordinators and their corresponding salaries.

   Type of Sponsorship Coordinator	Description	Hourly rate
   Sponsorship Coordinator	Public relations specialists create and maintain a favorable public image for the organization they represent. They design media releases to shape public perception of their organization and to increase awareness of its work and goals.	$14-24
   Publicist	Public Relations Supervisors are responsible for implementing the media and public relations strategy of an organization. Their duties include developing public relations campaigns, organize public relations events, assist in emergency response planning, updating documentation, monitoring media, improve management of press office, and manage media databases... Show more	$14-39
   Media Planner	A media planner is responsible for managing market campaigns and promotions for clients' advertising needs through various social media platforms and other mediums of communications. Media planners handle the brand's media presence, strategizing its maximum appeal to the target audience... Show more	$23-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • PowerPoint
   • Sponsorship Sales
   • National Accounts
   • VIP
   • Event Planning
   • Budget Management
   • Event Logistics
   • Corporate Sponsors
   • Sponsorship Program
   • Sponsorship Packages
   • Sponsorship Contracts
   • Event Sponsors
   • Event Management
   • ROI

   Check all skills

   Responsibilities:

   • Manage back-end of website (CMS and technologies); update member directory; create content and news feed on website.
   • Analyze and evaluate each event base on ROI, penetration rates and retention opportunities.
   • Create PowerPoint presentations used for business development.facilitate working relationships with co-tenants and building management.
   • Coordinate development and implementation of intranet and Internet sites with web design staff and internal customers to coordinate with marketing campaigns.
   • Create SEO strategies including keyword optimization, website optimization and content recommendations to maximize visibility within the top search engines.

3. Make a budget

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

   • Location. For example, sponsorship coordinators' average salary in mississippi is 41% less than in new york.
   • Seniority. Entry-level sponsorship coordinators earn 40% less than senior-level sponsorship coordinators.
   • Certifications. A sponsorship coordinator 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 sponsorship coordinator's salary.

   Average sponsorship coordinator salary

   $39,512yearly

   $19.00 hourly rate

   ---

   Entry-level sponsorship coordinator salary

   $30,000 yearly salary

   Updated December 21, 2025

4. Writing a sponsorship coordinator job description

   A sponsorship coordinator 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 sponsorship coordinator job description:

   Sponsorship coordinator job description example

   Have you thought about becoming a State Tested Nursing Assistant? Does our mission and vision of providing world class care to our residents and families truly speak to you? If so, Maplewood wants to invest in YOU! We are now offering to pay 100% of the cost for you to earn your S.T.N.A. license through an accredited institution!

   HERE'S WHAT'S IN IT FOR YOU:

   • Ability to work while attending classes
   • Increased wages once certification is completed
   • Career development opportunities
   • Networking opportunities
   • Develop confidence and skills that will last throughout your career
   • Positively enhance your perception of senior living by gaining a deeper understanding of the residents we serve

   CRITERIA TO APPLY:

   • Must have a passion for helping seniors
   • Must maintain good standing during course
   • Performance reviews must be satisfactory or higher
   • Must work while obtaining certification

   Maplewood Senior Living conducts pre-employment screening including background check, drug screening and reference checks.

   Due to Department of Public Health requirements, all candidates will be required to show valid proof of full vaccination for COVID-19 (1 ^st vaccine, 2 ^nd vaccine, and booster) before commencing work, unless they receive an approved exemption from Maplewood. Those who do not obtain full vaccination and booster within that time frame, without an approved exemption, will be terminated.

   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

   To find sponsorship coordinators 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 sponsorship coordinators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level sponsorship coordinators 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.

   To find sponsorship coordinator candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as pr news job board, pr council, prsa job center, hoojobs.
   • Post your job on free job posting websites.

6. Interview candidates

   During your first interview to recruit sponsorship coordinators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 sponsorship coordinator

   Once you've selected the best sponsorship coordinator 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 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.

   Once that's done, you can draft an onboarding schedule for the new sponsorship coordinator. 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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