How to hire a strategic alliances manager

How to hire a strategic alliances manager, step by step

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

What does a strategic alliances manager do?

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1. Identify your hiring needs

   The strategic alliances 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

   Hiring the perfect strategic alliances manager 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.

   This list presents strategic alliances manager salaries for various positions.

   Type of Strategic Alliances Manager	Description	Hourly rate
   Strategic Alliances Manager	Advertising, promotions, and marketing managers plan programs to generate interest in products or services. They work with art directors, sales agents, and financial staff members.	$36-76
   Partner	A business partner is responsible for providing strategies and recommendations on how the business will operate, increasing its revenues while sharing profits. Business partners must have extensive knowledge of how the current market industry works to identify the best decisions for the business... Show more	$14-87
   Marketing Director	Marketing directors are responsible for the overall branding and marketing direction of the company. They are in charge of identifying goals and strategies related to marketing... Show more	$32-92

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Business Development
   • Lead Generation
   • Partner Relationships
   • Strategic Alliances
   • Partner Program
   • Go-To-Market Strategy
   • Contract Negotiations
   • Strategic Relationships
   • Relationship Management
   • ROI
   • GTM
   • Joint Sales
   • Marketing Campaigns
   • Revenue Growth

   Check all skills

   Responsibilities:

   • Develop and manage joint GTM plans with Intel and NVIDIA.
   • Manage multimedia, graphics, and client commercial independent software vendor (ISV) partnerships with worldwide responsibility.
   • Introduce new product in the SaaS base technology model.
   • Own overall responsibility of client projects in terms of schedule, cost, ROI, specifications, and quality control.
   • Develop and execute strategic business plans and produce to support OEM software partnerships.
   • Establish company sales process criteria, identify marketing opportunities and implement sales CRM program SalesForce.com.

   More strategic alliances manager duties

3. Make a budget

   Including a salary range in the strategic alliances manager job description is a good way to get more applicants. A strategic alliances manager salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a strategic alliances manager in Alabama may be lower than in California, and an entry-level engineer typically earns less than a senior-level strategic alliances manager. Additionally, a strategic alliances manager with lots of experience in the field may command a higher salary as a result.

   Average strategic alliances manager salary

   $110,076yearly

   $52.92 hourly rate

   ---

   Entry-level strategic alliances manager salary

   $75,000 yearly salary

   Updated December 19, 2025

   Average strategic alliances manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$158,163	$76
   2	Washington	$141,239	$68
   3	Massachusetts	$131,441	$63
   4	Michigan	$127,021	$61
   5	Arizona	$122,755	$59
   6	Maryland	$115,548	$56
   7	Connecticut	$115,261	$55
   8	Georgia	$114,085	$55
   9	Illinois	$112,883	$54
   10	New Jersey	$112,652	$54
   11	New York	$110,120	$53
   12	Minnesota	$109,444	$53
   13	Texas	$107,858	$52
   14	Virginia	$107,343	$52
   15	North Dakota	$107,295	$52
   16	Iowa	$101,286	$49
   17	District of Columbia	$97,705	$47
   18	New Hampshire	$97,065	$47
   19	Arkansas	$95,200	$46
   20	Colorado	$91,813	$44

   Average strategic alliances manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	ZS	$170,428	$81.94	3
   2	Pure Storage	$166,683	$80.14	4
   3	eBay	$166,644	$80.12	5
   4	PayPal	$160,979	$77.39	33
   5	Brookfield Properties	$158,671	$76.28
   6	Cohesity	$149,236	$71.75	2
   7	Genentech	$146,418	$70.39
   8	Intel	$143,479	$68.98	2
   9	Hitachi Vantara	$143,421	$68.95
   10	Capgemini	$143,357	$68.92	7
   11	Amazon	$139,935	$67.28	229
   12	Riot Games	$139,406	$67.02
   13	Genesys	$137,720	$66.21	25
   14	Xactly	$135,619	$65.20
   15	Insight Enterprises	$134,346	$64.59	9
   16	Qualys	$133,456	$64.16
   17	Ciena	$132,231	$63.57
   18	Sandia National Labs	$131,102	$63.03
   19	Stanford University	$129,994	$62.50	8
   20	Dell	$129,284	$62.16

4. Writing a strategic alliances manager job description

   A strategic alliances 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 strategic alliances manager job description:

   Strategic alliances manager job description example

   The IS Strategic Initiatives Manager is responsible for uncovering opportunities to implement change through both process and the introduction of new tools to deliver on the strategic vision of senior IS leadership.
   
   Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.
   • Serves as a team lead working simultaneously on multiple projects of moderate to high complexity
   • Manages all aspects of client relationships throughout the project lifecycle, including project initiation, execution and closeout
   • Leads department level planning activities such as scenario planning, environmental evaluations, contingency planning, visioning sessions, and focused analyses of various strategic topics
   • Drives best practices and coaching through the performance improvement process
   • Consults with department managers to identify opportunities for adoption of new tools and best practices related to IS services
   • Assists the Chief Information Officer and IS senior leadership in developing strategic plans and a pipeline of strategic initiatives for the department
   • Works with IS senior leadership in selecting and prioritizing IS projects to align budget cycle, resources, and business needs
   • Develops tactical plans to achieve strategic IS goals
   • Manages complex strategic initiatives and responds quickly to changing issues and priorities involving multiple departments and stakeholders
   • Engages with other SPP resources to employ their subject matter expertise
   • Identifies areas of improvement, gaps and standardization opportunities to develop DFCI Information Services (IS) into a high performing function
   • In collaboration with IS leaders, supports the development and implementation of process improvement initiatives that promote standardization and efficiency across IS
   • Serves as a liaison for DFCI clinical, research, development, administration and operations initiatives that require IS participation
   • Represents IS on DFCI and MGB forums, committees and meetings
   • Communicates new services through mediums such as ITI, intranet, technology fair, brown bags, monthly managers meeting, etc.
   • Provides or coordinates training for new or existing programs within IS MINIMUM JOB QUALIFICATIONS: Bachelor's Degree in Engineering, Healthcare Management, or related field; Master's degree preferred 5 years of experience in program development, training, process improvement, and Information Technology performance KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED: Strong knowledge and understanding of MS Office applications (Outlook, Word, Excel, PowerPoint, Project, Visio) Strong knowledge of clinic and operational practices Knowledge of PI methodologies and tools Advanced negotiation skills including Strong verbal, written, and interpersonal skills across all levels of staff and management Excellent analytical, and problem-solving skills Ability to measure, analyze, and report on data Ability to efficiently manage time and prioritize own and others' work Ability to work simultaneously on many assignments Ability to develop strategic and tactical plans, prioritize, and meet deadlines Ability to think strategically and lead complex projects or assignments Ability to toggle between strategy and day-to-day operations Ability to work in a matrixed work environment (departments, other institutions, vendors) At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are equally committed to diversifying our faculty and staff. Cancer knows no boundaries and when it comes to hiring the most dedicated and diverse professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting strategic alliances 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 strategic alliances manager

   Once you've decided on a perfect strategic alliances manager 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.

   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 strategic alliances 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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